What can be done if the harassment suit is being halted by the employer's bankruptcy case?

I have an active civil rights suit for harassment and discrimination against my former employer. My attorney is requesting to be dismissed as my rep as she does not have experience in bankruptcy law. My employer was aware of my claims in Sept 2012 when the Civil Rights Commission began its investigation (the first incident of harassment occurred in June of 2011, the continued actions were reported to HR around January 2012, and I was constructively discharged in March 2012). The commission 'ruled' in my favor and granted me the right to sue and request a jury trial (which my attorney preceded with both). However, in a communication to my attorney, opposing counsel said the following: "while the automatic stay remains in place, we learned late yesterday that the bankruptcy court also approved the bankruptcy plan as of December XX, 2013. In accordance with the terms of the approved bankruptcy plan, Ms. XXX’s claims against [former employer], [the parent company], and all former and current employees of Debtor - including [the accused executive manager] and [dept. manager] - constitute 'released claims.' Ms. XXX is therefore permanently enjoined from continuing any action against any of these defendants on the basis of such released claims." I need to know if this statement is entirely correct. I also need to know whether my attorney should have known, or opposing counsel should have advised, sooner that certain actions needed to be taken previous to this point in the bankruptcy in order to protect my rights and interests. Opposing counsel is requesting I sign an affidavit, voluntarily dismissing my claims, to avoid motion practice. I do not think that I should sign, as it indicates I would be doing so with prejudice and on the merits, and as I understand it, this means that I cannot pursue any further action against them in the future, as they are forever released from any liability. I do not want to concede, but they advised my attorney if I do.