Yes, this is what I thought you were suggesting. And, yes, you still need to investigate the complaint. It’s not the employee’s burden to produce evidence to support a harassment complaint. His/Her only responsibility, other than acting in good faith, of course, is to provide you information and details that enable you to investigate yourself. At a minimum, that should include a description of the conduct and those who allegedly committed it. If there are absolutely no details, you should ask the employee for clarification. If he/she doesn’t provide those details, carefully document your request and the employee’s response and write a memo to files indicating that you’ve decided to close the case because of the employee’s failure to cooperate and furnish ample info allowing you to do an investigation. Does that help?