These are the theories of a case.
The Age Discrimination in Employment Act (ADEA) protects employees forty years of age or older against discriminatory firing based on age.
The Americans with Disabilities Act (ADA) protects the qualified employee from wrongful workplace termination. An employee that has a physical or medical impairment is protected under the ADA.
Title VII of the Civil Rights Act prohibits discrimination and wrongful termination based on gender, pregnancy, childbirth, and related medical conditions.
Title VII of the Civil Rights Act prohibits discriminatory firing at the workplace because of an employee's religion, ancestry, or accent.
The Civil Rights Act, Title VII, prohibits workplace discrimination and wrongful termination based on race, perceived race, or marriage to someone of a particular race.
Florida employment law permits an employer to terminate non-written contract employees at will for any reason other than one that is Constitutionally protected. You will need real proof of discrimination to prevail there. you have not shown any so far.
You have every right - and the responsibility- to record your time accurately. You are entitled to compensation for all hours worked and the employer cannot retaliate against you for exercising your rights under the FLSA to pay for time worked. With that said, you may have a claim for unpaid wages for work you performed if the employer did not pay for the time you are describing as actual time worked. Did the adjustments also push you into an overtime situation (40 or more hours worked in a workweek?) and the timing may support a relation claim. You may wish to seek counsel on potential FLSA claims.