Legal Question in Employment Law in California

I was terminated after mssing one of my patients on a busy night. No harm came to the patient. The charting entries I made for billing were used against me to claim they were made to hide my mistake. They lied about the charge nurse reporting the incident and I won my unemployment case. I later found out that 3 people from management spoke to this charge nurse. I never denied I missed the patient or that I made entries when I hadn't seen the patient. I charted about 11 items when I didn't see the patient compared to about 20 when I did. I have proof from 27 years of annual performance appraisals that this was out of character for me. Management also reported the lie to the California Respiratory Care Board and they have been backlogged so still have not been able to tell my side of the story. I understand the meaning of employment at will but what I don't think an employer should be able to do is fabricate evidence to prove their accusations. My reputation has been destroyed not to mention the effect this had on me emotionally I had just turned 55 a month before being fired. How much would it cost to meet with a lawyer to tell the entire story (there is more) I was never told who the shift lead who reported the charge RN had been the one to notify them of my mistake. I never got a chance to give a defense because I was hospitalized after the event and was called into HR after my mgr already had convicted me. I asked if I could ask a question and was told no by the HR manager. If nothing else I still have to respond to the licensing board and would like to be able to find out why 3 managers felt it necessary to talk to this charge RN when I had already admitted to the mistake and making charting entries. I have my theory of why and believe with a lawyer and through discovery I can disclose unethical unprofessional conduct by my manager and have a case for defamation of character and blacklisting. Okay so it's a long question

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