Does an employee / complainant lose their rights if they choose Alternative Resolutions to Conflict (ARC) program, instead of an EEOC claim?
It would seem that the clock is ticking, on when you must submit your timely EEOC complaint, regardless of your ARC activity. Without proper data, it would seem that the agency benefits much more than the complainant, when they choose the road of ARC.
My question is, who is suggesting ARC? Is it your employer?, brochures?, I find it hard to believe that your union steward would recommend ARC over a timely EEOC claim.
I stayed clear of ARC when I was discriminated against at my federal agency.
