Yes, I think all the complaints received in those two time periods were resolved to nearly everyone's satisfaction. If the complainant loses, however, that is another matter.
I should also mention that there is a big difference between the member's context and my own environment, at the House administration. I am the chief human resources officer for the House administration. Since they are our employees, those cases are much easier to deal with. In the case of members' offices, each MP is their own employer. In those instances, I serve more as an advisor. As to the situation you mentioned, I sometimes have to advise the MP on managing the case. The difficulty is that sometimes the MP is both the employer and the respondent. That calls for sensitivity and tact on my part, especially in recommending best practices.
When a formal complaint is made, one of the best practices I recommend, which is accepted in the industry and that I would use in my own environment, is separating the parties for the duration of the investigation. In some cases, that is not possible. In those instances, giving the employee paid leave for the duration of the investigation is recommended.
My role includes providing sound advice to the MP on best practices, but it is always up to the MP to make decisions within their own office. In any event, my staff and I are always willing to advise MPs in this regard.