Can't fit all pertinent information, hitting main points for brevity:
On compressed nights, went to compressed days (not by choice) and complained of sleep deprivation within first month. Asked for a transfer to nights in light of medical issues, was promised it would happen.
For 3 years, opportunities to fill night positions have come and gone repeatedly. Rx medication for sleep and alertness while working, degrading health, major emotional distress, etc. Written up for excessive sick-time, + 2-3 days of the year where overslept. After which secured Intermittent FMLA.
Safety issues a concern. Received negative review/no raise. Outstanding record is now ruined. Hesitant to go to HR. Feels wrong and is headed to termination. Is this discrimination? Recommended next steps? Thank You!Thank you for the answer thus far, definitely consulting with an employment attorney. In my own research, I've read of 'plain English' requests for accommodation. My main concern is this: because I have established that I have a medical sleeping problem (did not use the term 'disabled') and requested a shift change (did not use term 'accommodation') prior to any adverse actions taken, I am wondering if that is in the realm of protection under ADA.