Thank you for providing that. When you quit your job, the burden is no longer on the employer to prove that there was good cause to terminate you. Instead, the burden of proof is on you, the employee, to prove that good cause existed for you to quit.
This is often a difficult standard to meet and typically requires that the employee provide ample and clear evidence that a reasonable person would have been compelled to quit and that all other options were exhausted, including requesting reasonable accommodations from the employer under the ADA.
That is the type of evidence the commission will be seeking from you in order to approve your application normally.
If the employer had terminated you, and you were still able to perform your job, then the burden would be on them. But since you ended the employment relationship, the burden shifts.
Because of the difficulty in prevailing on appeals in this situation, it would be best for you to retain a local attorney to prepare and present the best legal argument after reviewing all of the facts of your case. If you did make requests for reasonable accommodations and the employer denied such requests, that would typically aid you, as would evidence that you explored any other options available to you, and that quitting was your last resort.
I hope you found my answer helpful, even if the law is not in your favor. I would be happy to clarify my answer if anything is not clear or you are looking for additional information. All the best to you!