This guy is just a fucking nepo baby, too. Put James Dolan in a prison cell.

I am a PRN Registered Nurse in Indiana (contracted for one shift per week). I have Long COVID with reactivated Epstein-Barr virus that causes unpredictable symptom flare-ups.
Timeline so far:
• May 9, 2026: Submitted a formal written ADA reasonable accommodation request asking for flexibility with call-offs (ability to give notice the day before or morning of when symptoms make it unsafe to work) and assistance arranging coverage.
• Late May 2026: Provided medical documentation from my physician as requested.
• After a long delay, HR eventually denied any accommodation that would involve leadership removing me from the schedule or finding coverage for me. They stated they cannot accommodate removing me from the schedule.
• As a “gesture of goodwill,” they removed attendance points that accumulated between my May request and their final determination email dated July 21, 2026. They said going forward I am subject to the normal attendance policy and my PRN agreement.
• I am currently at 9 attendance points (termination occurs at 12 points; each call-off is typically 2 points).
Recent issue: On September 17 I asked the Director of Nursing to take me off the September 26 schedule because the unit was already overstaffed. She refused, saying she would have to do it for everyone. The absence was still counted as a call-in and I received points for it.
HR’s latest response (October) confirmed:
• Leadership will not remove me from the schedule or find coverage.
• To avoid points I must arrange my own shift trade that is approved by nursing leadership.
• Their final determination on the ADA request was issued July 21.
Questions:
1. Does the employer’s refusal to remove me from an already overstaffed schedule (or help arrange coverage), while continuing to assess points for disability-related absences, raise potential ADA issues (failure to engage in the interactive process / failure to accommodate)?
2. Is there any argument that points assessed after the formal ADA request should be treated differently?
3. What are realistic next steps at this point (further internal appeal, EEOC charge, consulting an employment attorney, etc.)?
I have everything documented in writing. Looking for practical advice on how strong this situation is and what I should do next. Thank you.