Upgrading to TS: What happens when you challenge a former employer's narrative on a write-up?

I’m currently going through a Top Secret investigation with a new employer (I previously held a Secret, upgraded to a TS over 5 years ago). I've never run into this issue before, and I’m looking for insight on how adjudicators handle conflicting stories between an applicant and a former employer.

On my SF-86, I proactively disclosed a past workplace write-up. The situation involved comments I made in a company chat room during COVID-19 where I expressed disagreement with mandatory vaccine mandates based on my age and health at the time (my stance was simply that it shouldn't be forced, though individuals should choose for themselves). I accepted the write-up at the time and listed it.

However, during my follow-up interview, the investigator brought it up and it became clear the company provided a completely different context and narrative about what happened.

The Chat Room Write-Up: I told the investigator that while I agreed I was written up, the employer's context was incorrect, and I provided the exact context of what I actually said.

The Second Write-Up & Verbal Warning: The company also included a second write-up about a chat room message claiming I said the vaccines were experimental, as well as a verbal warning regarding telework during that same period. I told the investigator I honestly don't remember either of those occurring, but noted that I suffered a head injury during that timeframe which impacts my memory of minor verbal exchanges or undocumented warnings.

I have a strong feeling the company may have retroactively added these items to my file or twisted the narrative to make it less likely I would be rehired. I was eligible for rehire but that additions would make it unlikely.

I ultimately left the company while on medical leave; my short term disability leave transitioned to long-term leave, at which point they could no longer hold my position.

I suspect they padded my file to protect themselves legally or administratively regarding my departure.

Given that nothing was stolen, no security protocols were broken, and I fully disclosed the primary disciplinary action on my forms ahead of time (the ones I remembered) how do adjudicators typically handle a situation where a subject challenges a former employer's version of events? Does defending the context of a disclosed incident hurt my standing, and do adjudicators take into account potential employer bias regarding medical departures?

I only had those 3 issues, verbal was in 2020, and the write ups for the chatroom were in 2021. Every other employer I've never had any disciplinary issues. And had 2 years of clean work history from 2024 to 2026. 2022 to 2024 I worked for myself

To put it in perspective, these are the only three issues in my entire employment history, 2008 to present. The verbal warning occurred in 2020, and the chatroom write-ups were in 2021. I have never had a single disciplinary issue with any other employer. Following that job, I successfully worked for myself from 2022 to 2024, and I have two years of completely clean, issue-free work history with my most recent employer from 2024 to 2026

Thanks for any insights.