Greetings. I work for a Natural foods Retailer as a Dept manager and my store is being swallowed by a huge "Do not argue with female employees" sink hole. Long post.

The Players: My direct supervisor(which this post is mostly about) (DS) has been having his family jewels being crushed by a clique of female employees. 40, Family man. 15 years in the business

The Bookkeeper (TB) Fat,old Single woman with no children, a literal walking bag of hate and misandry, 35 years in the business

The Receiver (TR) Older single Bachelor, Can't control his mouth, IDGAF attitude. 17 years int he business

The other Manager (TOM) 30 year old man child living in parents guest house. 5 years in the business

The current situation is as follows.

Vote for Employee of the month, TOM nominates TB, in an effort to make her stop being a raging problem, noone votes for her other names are offered and shot down, she get's the nomination by default. DS walks out of meeting, I walk out after. TOM is having a good laugh.

Following day, TOM and TR get into a nose to nose argument,about TB getting Employee of the month. they get seperated by DS, No statements are made for HR. It is all on video.

Day after incident, I get the news of what happened. Give the store manager my opinion, "nip it in the bud".

TB and TOM are chit chatting and talking over the incident, other witness's to the argument are being called in for statements.

Fast forward through the weekend Yesterday and Today

All people who saw/heard argument are called to give statements about incident. NOT BECAUSE OF THE ARGUMENT, The statements are how DS Handled the conflict.

Yes, the entire incident was redirected onto how the DS handled it. Human Resources/ TB/TOM play is that TR started the argument on behalf of DS and is creating a hostile work environment for TR/TB.

TR happens to rent a room from DS and they have worked together for almost 18years.

DS has a writeup for demeaning/belittileing "Tone" towards TB and her associates.

I have advised him to remain patient and not stir the pot. and that he should have sent both TR/TOM home for conduct and taken statements from all witness's.

ANYONE have any advice on how to possibly handle or improve the situation, or even experience in handling such matters.

If DS goes down, My job will soonfollow as he was one the the driving forces of getting me where I am.