Was the way my grocery store manager treated me after learning about my disabilities inappropriate?

I’m looking for opinions from people who have worked in retail management, HR, or disability accommodations.
I work as a cashier at a grocery store. I have documented disabilities and went through the company’s accommodation process. During my accommodation meeting in March 2026, after my disabilities and needs were discussed, my Customer Service Manager asked me, “Are you sure cashiering is right for you?” That really bothered me because I was asking for accommodations to help me successfully do my job, not saying I couldn’t do it.
After that, there were several other situations that made me feel like I was being treated differently or overly monitored. I sometimes quietly talk to myself as a way of regulating myself, and in June she told me to stop talking to myself on two separate occasions. She also questioned me about how I knew another manager was going to be off and told me not to look at employee schedules. There were also times when she publicly corrected me for things like “wandering” or how I was using a cleaning duster.
One incident happened while I was off the clock in the store café. I went over to talk to a coworker who was on break, and this manager told me I couldn’t talk to her. I later brought that specific incident to HR and was told that a manager couldn’t prohibit me, as an off-the-clock employee, from talking to a coworker who was on break.
There were other smaller incidents too, including being told where I could wait before my shift, being questioned about leaning, being in the customer-service booth, and having my phone near the register. When I struggled with overheating, I also felt like my concern was minimized.
Eventually I documented the incidents and gave HR a two-page written list on June 23. It was escalated to Employee Services. I was later told by someone in Employee Services that a manager/lead should not be second-guessing me regarding my ability to do the job.
I transferred to another location at the end of June/beginning of July, and the difference has been noticeable. I still get corrected when necessary, but I don’t feel singled out in the same way. I’m now planning to return to my original store soon, which is why I’m trying to figure out how seriously I should view what happened.
I understand that having a disability doesn’t mean a manager can’t correct me or enforce normal workplace rules. My concern is the overall pattern, especially after I disclosed my disabilities and requested accommodations.
For people familiar with disability accommodations or retail management: Does this sound like normal management that I took personally, poor management/insensitivity, or potentially disability-related differential treatment? Was the “Are you sure cashiering is right for you?” comment particularly inappropriate during an accommodation meeting? And if HR/Employee Services received a documented pattern like this, what would you normally expect them to do about it?