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My advice is to quietly document everything, because in the end, you will be fired, and they will make you look like the problem. Even if you use the correct channels, they are trying to avoid a PR nightmare. Try to gain support through the agency while you work through the issue. Get a lawyer if it gets bad, and do it quietly "after you get one". Use the correct channels, and keep your lawyer abreast of the issue. Use an external psychologist or therapist on your own time to help document psychological damage if possible.
Do you have a corporate HR team you can discuss this with? Is there a DOO or Plant Manager who is not involved with this that you can discuss with?
Document everything dates times occurances. Without specific details, its hard to give precise advice. Do you have policies against Harassment, is it targeted- women, age, race. High risk?