I understand your frustrations - I was in a similar position 3 years ago - and one prob 5-6 years before that about clinical judgment. It is not pleasant and management tend to target scapegoats with emotional venom rather than attempting to resolve the problem(s).
I'm a bit slow piecing things together - but I get the impression that the medication you made up was for pt A - but was given to pt B instead - or something?
And that the medication was recorded erroneously which you later went to amend when you realised/were told about the mistake?
Administering meds is like the 'chain of evidence' used in criminal law - there must be no room for 'mistakes' in handling or the evidence becomes tainted. In medication, it is similar because what is meant to happen is not always what does happen if the 'chain' is broken - as is so in this apparent case.
And have they identified in the 'violation' what exactly it is you are culpable for? It sounds as if they are making you responsible for the medication being made up - and then taken to the wrong patient and administered - based on the fact that if you hadn't made up the medication and left it in the room then it wouldn't have been wrongly administered.
If there is a policy about that - then I'm sure it equally effects the senior RN who took the unlabelled medication and instructed another RN to administer to pt B.
What is also important is what steps were taken after the error was identified to rectify or remedy the matter.
Have you retained any official representation yet on the matter? I would have hoped so and don't wish to impede their counsel.
My only advice would be to accept you are now in 'due process' and to focus only on the resolution of your predicament.
Once that's done - perhaps you can do as I did - I raised complaint against all 8 people maliciously involved in the process - which was trimmed down by the decision-maker to just one culpable person - and so I dropped the complaint, before sanctions were made against him, with a "higher moral ground" letter stating they were being as unjust and unfair to one person as they had been to me. But anyhow - that's for later.
Something to remember - the managers who have underwritten this complaint - still have managers above them (unless this is a one-off stand alone hospital and the administrator has determined/approved this course of action) - and their managers will not be impressed to see erronenous management tactics - especially if they come back and bite them in the preverbial. Don't regard the actions as being the 'whole' of management or your employer - they are simply one or two wanky bosses who think they can do this to people.
The BON - If they can be bothered to make a case of this - I believe they will identify your small part in the error and look for evidence that you recognise where you had a part to play; express regret and remorse and have sought to improve your practice.
The employers - who cares what they think. Don't resign. That's playing right into their game. Do start looking for another job to fill in with - there's no reason you can't be employed elsewhere on a casual level (PRN); if you're suspended on full-pay, do some voluntary work - and let the employer know you've got other employment so they can't stiff you on that one too.
Personally, once I'm in the clear, I'd stay with them - just to annoy them. :angryfire
(That's what I'm doing now - and have been for the last 3 years.... )