. Moving you to the front cash to accommodate your physical limitations while you heal from your wrist injury is within the scope of a reasonable accommodation. However, reducing your hours when it is not medically required and without any explanation is not reasonable.
Procedural accommodations look at whether your employer acted in good faith and worked with you in exploring possible solutions to accommodating your injury. For example, your employer would be obligated to: listen to your concerns about your injury, review your provided medical documentation, try to find a way for you to do your job with modifications or help and explore creating a new job for you by piecing together different tasks from other roles.
Whether it was appropriate for your employer to move you to a different department and provide half the working hours will require a deeper look into the procedural accommodation process, including: what did your medical professionals state as your limitations and accommodation requirements? Could you still safely work in your old department if provided role modifications or extra help? Was the new front cash job all that the employer could offer you without suffering undue financial or...