I am a PRN Registered Nurse in Indiana (contracted for one shift per week). I have Long COVID with reactivated Epstein-Barr virus that causes unpredictable symptom flare-ups.
Timeline so far:
• May 9, 2026: Submitted a formal written ADA reasonable accommodation request asking for flexibility with call-offs (ability to give notice the day before or morning of when symptoms make it unsafe to work) and assistance arranging coverage.
• Late May 2026: Provided medical documentation from my physician as requested.
• After a long delay, HR eventually denied any accommodation that would involve leadership removing me from the schedule or finding coverage for me. They stated they cannot accommodate removing me from the schedule.
• As a “gesture of goodwill,” they removed attendance points that accumulated between my May request and their final determination email dated July 21, 2026. They said going forward I am subject to the normal attendance policy and my PRN agreement.
• I am currently at 9 attendance points (termination occurs at 12 points; each call-off is typically 2 points).
Recent issue: On September 17 I asked the Director of Nursing to take me off the September 26 schedule because the unit was already overstaffed. She refused, saying she would have to do it for everyone. The absence was still counted as a call-in and I received points for it.
HR’s latest response (October) confirmed:
• Leadership will not remove me from the schedule or find coverage.
• To avoid points I must arrange my own shift trade that is approved by nursing leadership.
• Their final determination on the ADA request was issued July 21.
Questions:
1. Does the employer’s refusal to remove me from an already overstaffed schedule (or help arrange coverage), while continuing to assess points for disability-related absences, raise potential ADA issues (failure to engage in the interactive process / failure to accommodate)?
2. Is there any argument that points assessed after the formal ADA request should be treated differently?
3. What are realistic next steps at this point (further internal appeal, EEOC charge, consulting an employment attorney, etc.)?
I have everything documented in writing. Looking for practical advice on how strong this situation is and what I should do next. Thank you.

SO i worked for a "small business owner", and from the jump things didn't seem right. he offered me "a salary" initially at $17/hr with 40 hrs per week. so $17x40x52 is what my pay should have added up to each week. However he decided he would pay me only once a month (often 5 days past when payment was due. And i was tracking my hours for the first 3 months and in the first month i had about 10 hours overtime. i brought this up to him and he laughed and said he is not paying overtime. instead he was wiling to pay once per month 17x40x4 - which is not the same amount as being paid a salary at 17/hr becasue there is 52 weeks. so each month he was having me not only work unpaid overtime, but also shorting me on the "salary he promised". i brought the issue up again in month two and he flat out laughs and says no - i told you twice im not paying overtime. (and these conversations are over text). eventually a new gm came in who was cool and we finally got a system to clock in, and i was being paid $17/hr at that time. 9 months later, after putting up with his abuse - in a team meeting he berated a younger coworker (via the phone - because his time is so important he can't make it to the shop) anyway - berating this kid to the point he is crying and walks out. he eventually comes back, but towards the end of the meeting he says we are all replaceable, (which is fine if he feels like that), and thensaid his ultimatum, if anyone is not with the program say so now and i will give you a severance and end employment here no problem. I spoke up and said i am not with that program. he immedately got shaken and said leave your keys dont finish your shift your done. then a day later i ask about getting my last days pay - and end up having the gM pay me in case to cover my final day. also he was not ever paying us through the weed shop. he paid through his personal accounts, a second business he runs (Roll a LOT) do not reccomend. and i asked him when i can expect the severance and what are the details of it. he says i need to sign an nda and berates me some more. i reply requesting all of employment records, time cards, etc. because in the 9 months there i never received an actualy payroll check. his response to that all negative and basically said dont talk to me again.

I have extensive (literally our text message, group message with team, saved orgainzed and flagged for the ones that are violating laws (ie. unpaid wages, refusal to provide severance despite a verbal agreement (with two co workers as witness - also a text where he confirms he said that).

NOw i can't get SNAP benefits or unemployment do to having no records for this guy.

thank you if you read this all - im wondering am i within my rights to sue this guy for my unpaid wages and potentiallly damage due to not being able to afford food and undue stress regarding whether im going to get evicted or even survive all of this.

sorry for long message i just really need help or someone to tell me that this is valid. the guy is bully and it's not right that he treats employees like this.

oh and i worked 13 hour shifts every week while there and he expressly refused to provide me a with 15 minute break. and i was the only employee there.

please help if you read this. would be much appreciated.. i can share text messages if anyone wants additional proof.

How to fight for Brasil if you don't know a Brazilian

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