I sometimes get dragged into these at work as an impartial investigator, I work alongside HR to ensure the process is fair but 99% of the time it's an utter waste of everyone's time.
OP should have been asked to read and sign the minutes to ensure accuracy, they should also have been allowed some time before the sit down chat, not simply dragged in off the job, whilst we wouldn't allow you to bring anyone into the room with you at that stage you could have moral support in a friend,relative etc outside and the tone is always kept informal - as it's likely hearsay at that time with little or no evidence other than he said/she said.
OP - check your HR policies at work, ensure that management are sticking to them, if not then frankly you have them over a barrel. Our processes are detailed and must be followed or the investigation is dropped, this can be as small a mix up as not appointing someone impartial enough to lead, which is usually why I end up doing it - I haven't been there long enough to know many people and managers know that I've no qualms about telling anyone, themselves included what they don't want to hear if it's the truth.
It could well be social media as SGF has suggested, many of mine in the past year have been, if that's the case get on twitter and remove anything (even your account), likewise get on facebook etc and remove any reference to your work, your co-workers, de-friend any co-workers and remove any offensive posts or those that could be deemed offensive. Early on management tend to be slow to gather evidence, so unless they've got a screenshot already there's a good chance you can simply deny ever having done it. No screenshot = hearsay, it's not a court of law after all.
About 90% of the investigations I lead last year would have been avoided if people simply didn't link their facebook accounts to their work or co-workers. I'm going to be blunt - most people who grassed, were "work friends" of the person under investigation.
Personally I don't really use social media and it's not connected to my work at all, however I don't think employers should be able to police them in the way they do, which ironically is what I'm generally spending a lot of my working hours doing :-/ However if a complaint is raised the company have to investigate it and try to find out the truth as best they can..
OP should have been asked to read and sign the minutes to ensure accuracy, they should also have been allowed some time before the sit down chat, not simply dragged in off the job, whilst we wouldn't allow you to bring anyone into the room with you at that stage you could have moral support in a friend,relative etc outside and the tone is always kept informal - as it's likely hearsay at that time with little or no evidence other than he said/she said.
OP - check your HR policies at work, ensure that management are sticking to them, if not then frankly you have them over a barrel. Our processes are detailed and must be followed or the investigation is dropped, this can be as small a mix up as not appointing someone impartial enough to lead, which is usually why I end up doing it - I haven't been there long enough to know many people and managers know that I've no qualms about telling anyone, themselves included what they don't want to hear if it's the truth.
It could well be social media as SGF has suggested, many of mine in the past year have been, if that's the case get on twitter and remove anything (even your account), likewise get on facebook etc and remove any reference to your work, your co-workers, de-friend any co-workers and remove any offensive posts or those that could be deemed offensive. Early on management tend to be slow to gather evidence, so unless they've got a screenshot already there's a good chance you can simply deny ever having done it. No screenshot = hearsay, it's not a court of law after all.
About 90% of the investigations I lead last year would have been avoided if people simply didn't link their facebook accounts to their work or co-workers. I'm going to be blunt - most people who grassed, were "work friends" of the person under investigation.
Personally I don't really use social media and it's not connected to my work at all, however I don't think employers should be able to police them in the way they do, which ironically is what I'm generally spending a lot of my working hours doing :-/ However if a complaint is raised the company have to investigate it and try to find out the truth as best they can..
I was hoping someone could offer advise on this.
. Any advice is greatly appreciated.
it was a works do . 
