It helps with this kind of confrontation to remove yourself from the equation. Respond at the hearing as if you are a third party and you are just speaking for JulieRN. Take out the personal feelings. This will be best if you do a bit of rehearsing. Rehearse your tone of voice and objective comments.

Get your emotions out of the equation. Maybe you can sit down and write a list of all of the behaviors and comments that were inappropriate. By writing them down, it can help to depersonalize the issue.

Think of it as 'This is what was said and done' versus ' So'n'so did this to ME.'

AS you said, Consider this advocating for all people in your position. You are confronting the 'system', not a person. The system allowed this to happen. The system needs to be fixed so the person can not misbehave.

This is sometimes called "administrative systems." An organization with poor administrative system allows bad behaviors. Strong administrative systems are designed to prevent bad behaviors. A strong admin system would provide an avenue for you to comment/communicate to HR and others who cab come to your aid. Strong admin systems are designed to strengthen the working organization and to prevent legal liabilities as in a case like this.

So, rehearse and get your ducks in a row and the hearing should go much smoother.

btw, My wife worked in a poorly run organization like yours and got laid off due to a supervisor with a poor personality and admin skills. Odd how businesses tend to keep the trouble makers.

My best to you.