I have been working for a company here in California for a little over a year now. I am a salaried employee hired as a maintenance supervisor. I was hired to supervise the crew on the 1st shift. About 6 months into the position my direct supervisor, The Plant engineer decides to take a leave of absence. at around the same time the second shift supervisor breaks his leg and now he is out. Keep in mind that this is a manufacturing facility with over 600 employees in the company and 43 employees in the department. So now, here I am a maintenance supervisor doing the job of the plnat engineer, the second shift supervisor and my own duties. All this by the way with no pay adjustment. So I pretty much got thrown in to a situation where I either sink or swim. You can imagine the stress that I am under now, having the responsibility of the entire plant. Here is where the story gets interesting. The head of HR is married to the housekeeping supervisor which is in my department which is the grapevine if you will to HR. The VP of operations is a good friend of the head of HR and all three are in some way connected. 3 weeks ago I wrote a letter to the VP of operations because I was under much stress and asked for help. To this day I have not received a response. I did however receive or am going to receive a final warning on 2 incidents that are completely false to try and get me fired. I'm under stress, I'm confused I would like to know if there is anything that I can do to protect myself. Someone please help.

I have no idea what the head of HR and the Housekeeping Supervisor have to do with this. I can understand that you are feeling pressure covering for these other folks that need to be out. It does sound temporary in nature though as LOAs do end and broken legs do heal.

I would follow up with the VP, assuming that is the correct person to approve hiring temporary help. If 2 key employees are out, no doubt others are feeling the repercussions as well. The VP may not have had an oppoortunity to address the situation or may not realize the extent of the problems, particularly if you do not follow up.

There isn't really any recourse on the false write ups. No law addresses accuracy of disciplinary actions. I suggest requesting a meeting with whomever issued them, and possibly HR, to clarify what really happened. I can't imagine with these other two employees out and you being the only manager left to run the show that your employer is anxious to try and chase you out the door. It just doesn't make sense.

I am so glad that I am not the only one confused by all of this. None of this makes sense to me either but I do know that it is adding even more stress. am I just being paranoid. They want me to, They being HR and the VP of operations, write a rebutal letter for the accussations is this standard practice and if so should I have representation?

Right now you have nothing to be represented for. Asking for your side in writing is fairly standard. I wouldn't jump to conclusions just yet. No sense going on the defensive as it appears your employer is trying to determine what really happened. Just respond in writing as asked and take it from there. Nothing you have posted indicates that you have any legal recourse in any event, but given the cirsumstances you describe, I would hardly think anyone is looking to fire you.

Thank You ElleMD.