This is a tough one. Many operations have management where they feel like they can act with impunity. The culture breeds it. They're getting their tails kicked on a daily basis.
In order for the local to take it up, there has to be a grievance. This is your way of formally documenting the issue. The problem is that with Article 37 grievances like this, there's no financial penalty for the company. Your BA and the center manager or DM will sit down, pay on all the sup working grievances, pay on all the 9.5 grievances and settle you grievance as "company will comply with Article 37".
A call to the 800 number will cause an hr sup to have to interview you and the management and any named witnesses. Then they'll close your case and the issue still won't be solved.
There are NLRB charges, EEOC charges and actual lawsuits as well. The problem here is that in these cases harassment has a legal definition and the things that they did were more likely hostile, petty, agrivating or childish than actually harassing.
So what can you do?
Ignore them and rest easy in the fact that as long as you stay safe and don't "steal time" it's very hard for them to do anything to you.
Try to get off their radar. Keep your head down and play nice.
Go to war. This one sounds good, but takes a lot of energy. Read the contract. File on everything. Sup shuttles a misload? File. Sup touches a package? File. Get on the 9.5 list. File. Submit two 8 hour requests per month. File. Air driver brings you a ground misload? File. Bathroom out of toilet paper? File. Learn Article 18 and go nuts. Bog them down. A single motivated member can derail an entire center. Just remember that in a war there are casualties on both sides.
But why listen to me, I GotOut