It’s tough because I can’t go into copious details because doing so would expose myself, my situation, or my store right now. But I have a family member that is a VP of HR and we discussed it, and they said it was illegal of them to do that, even if they didn’t have malicious intent: certain questions cannot be asked period. Certain things cannot be said period. Such questions were asked, and such things were said. That’s what matters. So regardless, shit went down that shouldn’t have. It’s all been carefully documented, noted, and recorded in a safe place, don’t anyone worry. I appreciate your commentary on the matter, but I know what happened and I’m not looking for advice. In due time there will be movement on this issue... Legal action or other consequences may or may not occur - my team is considering all the moves and best course(s) of action now, and regardless, this can just serve as a warning for all employers not to play when it comes to the ADA or medical conditions, and to follow best practices always. My leader thought they were being a badass and getting one over on me last night. Unfortunately, they messed with someone who wasn’t in a messing mood and who knows his rights! At the end of the day, the person broke the law, and exposed the company to liability. Period.