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Based on the information provided, yes, there are the makings of a discrimination claim. Under the Age Discrimination in Employment Act (ADEA) and the Americans with Disabilities Act (ADA), employers of 20 or more employees (15 under the ADA), may not discriminate on the basis of age or disability (keeping in mind that "Disability" is defined pretty broadly). If an employer makes a negative job decision (up to and including termination) because of an employee's age or disability, they are potentially liable for substantial damages. Particularly under the ADA, employers are required to provide a reasonable accommodation for a disability (a physical limitation), which may include adjustments to schedule to accommodate the employee in question.
An employer is also prohibited from retaliating against an employee for raising the issue of discrimination.
The federal agency that handles initial charges of discrimination is the Equal Employment Opportunity Commission (www.eeoc.gov). They also provide good information on both age and disability discrimination (http://www.eeoc.gov/laws/types/age.cfm).
So, in short, based on the information provided, what you describe could be unlawful discrimination.
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