[Gregsgroup]

I would do the following:

First, ask your direct supervisor to provide her concerns in writing 24 hours prior to any meeting. This will give you time to consider her viewpoint and address any concerns. Including should be specific, factual examples to support her comments..I feel, I think, are not specific..John stated on Monday during our staff meeting..you look like a....are the specifics I'm talking about.

Second, speak with your HR representative (if you have one) and express your concerns if her comments are not factual or misrepresent your intentions.

Third, insist on both your direct supervisor and HR to be present. Your rational, to protect the greater organization and all parties involved. Ask HR to take minutes of the meetings and have any concerns addressed in a systematic manner.

Fourth, after her concerns are provide and you have an opportunity to respond, it would be ok to discuss potential solutions. Above all else, maintain your cool, let the person finish their sentences and watch your verbal and non verbal language. Many, many conclusions will be formed based on how each of you handle yourself. Most times, these are a he said she said...emotional control is the key.

Lastly, ask your direct supervisor if he has directly observed any of these behaviors and give you feedback on how the meeting went. Do the same with HR post meeting