No, I'm not advocating that at all -- my post clearly states I believe he got what he deserved. A key word in my post was "substantiated". And I was differentiating between what we know and what his boss knew.
We know the OP did it because he told us. And if he also copped to the truth with his boss, then from the boss' perspective, the claim was substantiated and the unpaid leave was fully warranted (legally).
But if all the boss had was the one call from unknown outsider, should he really initiate the unpaid leave? How would the boss know if the caller was telling the truth, grossly exaggerating the truth, or justing lying? Would you put an employee on unpaid leave if all you had was the one call? In California, you, as an employer, would be in a heap of trouble doing this without more than just the one (possible crank) call.
I notice the OP never clarified what he told his boss. If he told the boss the truth, he received his appropriate punishment. And I'll at least give him props for being an honest employee. If the OP argued that the caller was wrong or grossly exaggerating the situation, then I think LEGALLY the employer was out of line, even though the punishment was well deserved. Of course in this latter case I'd say the employee is certainly not one I'd want, and if the boss evers gets more substantiating info, the OP should be terminated immediately.
And to be clear, my explanations here based on California labor law and the "burden of proof" when doling out unpaid leave have nothing to do with my opinion on what the OP deserves.