Thank you for the additional information. There is no way I could tell you what the EEOC or a court of law would do in your case since I don't have all of the relevant information, including your contract, your personnel and medical records, and the evidence that the employer would submit. So, I can only discuss the law and your options.
First, I will address the FMLA issue because that is really the most solid piece of law you have on your side. Despite what you might have heard, FMLA provides absolute job protection for those who have a serious health condition and are certified by their physician as needing to take time off due to that condition. It provides for up to 12 weeks in a 12 month period for those who qualify, which, as I touched on in my information request can be taken intermittently. In other words, when needed. The following link is a good reference to answer your additional questions about FMLA rights and duties: https://www.dol.gov/whd/fmla/fmla-faqs.htm
So, assuming you would qualify, that would be your best course of action, at least initially.
As for whether you can lose your job if you cannot work the hours and schedule that the College has set for you, that is much more complex. Your contract, your medical needs and limitations, and the employer's needs, will all be considered in the determination. If your contract doesn't specifically say you have a right to work less hours than the employer sets, then they would not be violating the contract by letting you go if you cannot meet the requirements of the contract. That said, if they have a practice of allowing for the accommodation that you are requesting, then there is an onus on them, should you file an ADA discrimination complaint with the EEOC, to show that accommodating you would cause an undue burden on their business.
At this point, as mentioned, you would be best served, for job protection purposes, to use up any FMLA you are entitled to on an intermittent basis. Then, if you run out of time off, then you can ask for a reasonable accommodation under the ADA by way of the time schedule you and your physician say you need. If that is declined, you can file an ADA discrimination complaint with your HR/EO office if they have not been involved in the accommodation decision. If that is not resolved in your favor, then you can file a complaint with the EEOC and would want to consult with a local employment law attorney about representation.
Please feel free to ask for clarification after you have read the information at the link I provided. If none is needed, then if you could take a moment to leave a positive rating in the box above, I will receive credit for assisting you today. Thank you