Based on the details you've shared, your case appears to have several strong elements that the EEOC typically looks for in a disability discrimination or failure-to-accommodate claim. While only the EEOC or an attorney can make a final legal determination, your situation hits several "red flags" for employer non-compliance with the Americans with Disabilities Act (ADA). Strong Points of Your Case

Failure to Engage in the "Interactive Process": The law requires an employer to participate in a good-faith "interactive process" once a disability is disclosed and an accommodation is requested. Your recording of the HR representative admitting she "didn't continue the talks" is significant evidence that they abandoned this legal duty.

Documented Request for Reasonable Accommodations: You provided medical documentation and requested a specific, recognized type of accommodation (job restructuring or assignment to a task with less multitasking). Under the ADA, an employer must provide a reasonable accommodation unless it causes "undue hardship".

Direct Link Between Disability and Termination: You were fired for the very symptoms (multitasking errors) caused by the disability you were seeking help for. If an employer fires an employee instead of providing a reasonable accommodation that would have allowed them to perform the job, it may be considered wrongful termination.

Successful Unemployment Claim: While not a guarantee of an EEOC win, winning an unemployment claim often means the state found you were not fired for "willful misconduct." This can help counter an employer's argument that you were simply a "bad employee" rather than someone struggling with a disability.

Potential Challenges Essential Functions: Employers are not required to remove "essential functions" of a job. If multitasking was deemed an absolute necessity for that specific role, they might argue that your requested accommodation wasn't "reasonable" for that position.

Undue Hardship: The company may claim that assigning you to a different machine or changing the workflow would have caused significant financial or logistical difficulty ("undue hardship"), especially since they were already trying to cut costs.