[Florida] Employer refused to let me sit while working as a cashier after a knee injury, removed me from the schedule, and now (after providing medical documentation) my hours have been drastically reduced. Is this legal?
I live in Duval County, Florida, and I’m looking for advice on whether my employer’s actions are legal and what options I may have.
I was hired by a major retail chain on September 4, 2026, as a cashier. Within a short time, management recognized me for my ability to learn quickly and my customer service skills.
On September 23, I was scheduled to work. Approximately 45 minutes before my shift, I crashed my e-bike and landed hard on my leg and knee. I sustained an injury with suspected meniscus and ligament damage. I was transported to the hospital by ambulance, placed in a knee immobilizer, and given crutches.
As soon as I arrived at the hospital, I called my employer and spoke with my hiring manager. I explained what had happened, that I was at the hospital getting my knee evaluated, and that I would not be able to make it to work that day. He asked me to keep him updated. Although I wasn’t able to reach him that evening, I spoke with him the following day, September 24.
I explained that I hoped to return for my September 25 shift but would need a chair so I could perform my cashier duties without standing for the entire shift.
My hiring manager initially responded, “Yes, one thousand percent you could sit to work.” He then asked me to hold while he spoke with the store manager. When he returned, he told me the store manager said I could not be allowed to sit while working.
He said I could still try to come in if I wanted to, but he also expressed concern about me potentially hurting myself further.
The next day, I called and spoke directly with the store manager. I explained that I was on crutches with my knee immobilized and could not stand for an entire shift, but I emphasized that I could perform my job duties if I were allowed to sit.
The store manager told me he was taking me off the schedule and that I should call back when I was ready to return to work.
I had to wait until October 7 to see my primary care provider and obtain medical documentation requesting an accommodation. I then sent that documentation to my hiring manager by text.
I have since been placed back on the schedule, but my hours have been reduced to approximately one-quarter of what I was receiving before my injury.
I understand that I am a relatively new employee, and I realize there may be details about company policy or scheduling that I don’t know. However, I am concerned that I was removed from the schedule after requesting a seemingly straightforward accommodation for a temporary medical limitation, and that my hours were drastically reduced after I provided medical documentation.
My questions are:
- Under the ADA, could allowing a cashier to sit while working qualify as a reasonable accommodation for a temporary knee injury?
- Was my employer allowed to remove me from the schedule rather than consider whether I could perform my job with an accommodation?
- Could the substantial reduction in my hours after I submitted medical documentation potentially be considered disability discrimination or retaliation?
- Does it matter that I had been employed for less than a month when I was injured?
- What steps should I take now to protect myself? Should I contact the EEOC, the Florida Commission on Human Relations, or an employment attorney?
I want to be clear that I am willing and able to work within my medical limitations. I am not asking to be paid for time I cannot work. I simply want the opportunity to perform my job safely with an accommodation that would allow me to do my work while recovering.
I would appreciate advice from anyone familiar with Florida employment law, disability accommodations, or similar experiences. Thank you!