I am sorry to hear that on top of the physical issues you are experiencing work issues;
fortunately the ADA is applicable to conditions that have been documented by a medical provider and that involves one's physical or mental state, so long as the condition is not temporary with no residual affects (ie a broken bone that will heal without issue). If an employee has a qualifying condition, then the employer must make a reasonable accommodation for that condition. The employee must bre able to perform the essential functions of their job description, and not expose themselves or others to an undue risk of harm. A perceived/unfounded fear of liability by the employer, or concern as to what customers may "think" is not justifiable grounds.
For ADA cases, the first general step is to hire an ADA attorney to write a request to the employer, including the medical note, requesting reasonable accommodation for one's condition. If the employer refuses to accommodate, or terminates the employee, the next step is to sue. However, often times once an attorney is involved, it will increase the employer's willingness to accommodate the employer- because then the perceived liability is more concrete - of an ADA lawsuit.
Please see the act here:
And also please see here
You can contact the following for possible referrals:
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Information provided is for educational purposes only. Consultation with a personal attorney is always recommended so your particular facts may be considered. Thank you and take care.