theirs alot of good advice here, i did a bit on employment law but its about 4 years ago, your employer does have a duty to follow basic proceedures, you must have received a letter inviting you to a formal meeting, it must clearly state why the meeting has been called and you must be given reasonable time to organise a representative which can be a union rep regardless of wheather or not your company recognises them, they have a right to suspend you until the hearing since the incident is probably assumed to be gross misconduct.
you must gather all evidence, did your mate take notes during the meeting, its pretty critical that your evidence is accurate, have you kept letters, got copies of statements and comments, a copy of company policy/handbook is needed also
appeal in writing stating you feel the statement was inacurate and that their are questions that need to be asked which may clear your of any wrong doing, also politely state where the company has failed to follow its own proceedure. Appeals should also go to the next level of management.
if thay have failed in any one proceedure, a court is likely to go in your favour.
you must gather all evidence, did your mate take notes during the meeting, its pretty critical that your evidence is accurate, have you kept letters, got copies of statements and comments, a copy of company policy/handbook is needed also
appeal in writing stating you feel the statement was inacurate and that their are questions that need to be asked which may clear your of any wrong doing, also politely state where the company has failed to follow its own proceedure. Appeals should also go to the next level of management.
if thay have failed in any one proceedure, a court is likely to go in your favour.
