I would definitely start reporting it up the chain of command and keep documentation of every single incident with both the offender and the supervisors/management. It wouldn't hurt to start looking elsewhere for work also.
In a right to work state where they can fire you for smelling funny as long as it doesn't violate your EEOC rights, it helps to arm yourself to the teeth with whatever documentation you can. I can't say it will help though. I've been sent to HR for being a pain more than once for demanding reasonable accommodation. I worked customer service for our local government and asked to be sat with a wall to my left instead of 3 noisy printers and loud coworkers on each side of me. Customers were complaining that I wasn't paying attention because I had to have them repeat themselves and was reading lips rather than looking them in the eyes.
