I was suggesting the EEOC as a future concern more than anything. That is why I suggested the documenting of possibly problems. The possible descrimination point could become important should this escalate beyond the immediate problem.
actually, I believe OP has the fastest method of action via his unions grievance procedure. It may also produce the most desirable result. OP apparently works for Delphi which means he is probably a member of the UAW or the IUE but probably the UAW. They typically have a decent method of addressing greivances in the larger plants they are involved in with prescribed actions and results for a successful grievance. Most likely, should the action be found illegal, OP would be eligable for back pay for an improper suspension and a cleansing of his records. While both of those may be a possibility due to an FMLA action, it would most likely be a much slower process.
While the FMLA process would ensure that legal requirements were followed, the union process often becomes a negotiated result that is not possible when asking a governmental entity to intervene.

