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Different managers have differing ways to handle these types of complaints.Confidentiality is paramount in these investigations and all participants will be told to keep the discussions private. Ultimately you will need to be told what the offensive conduct was, but not necessarily who made the complaint. Since your manager did not read the complaint he/she did not have much to tell you. It is quite possible the complaint was invalid and not a real EEO issue as written. It is also possible that a preliminary investigation by Human Resources Department determined there was no basis for the complaint and no follow up action required. For example the complainant may be overly sensitive or the actions to not rise to harassment or other illegal conduct under the law.
Fact finding is the first step in handling the complaint. This includes questioning not only the parties involved, but other co-workers. Management then needs to determine whether and what actions need to be taken to eliminate the problem if one exists. All questioning is confidential and in some cases the complainant may not be divulged to you. For example it is possible the person complaining is not the person against whom the alleged improper conduct occurred.
If a real basis for the complaint exists you will be contacted/questioned in depth by representatives from HR, and your manager. They will ask you about the contents of the complaint and if appropriate identify the complainant to you. The nature of the complaint may also provide clues as to who the complainant was.
You should also be aware that in some cases complaints are made against groups of employees rather than individuals. You should not assume you did anything wrong (unless you know that you did), or that the complaint was directed against you individually.
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