If they asked you to fill out ADA forms and you didn't, then it is on you to get them done and to go back to them with a reasonable accommodation -- that's where undue hardship can come into play. ADAAA has a section on mitigating factors, and they can NOT be taken into account -- so the fact that medication controls the situation most of the time doesn't mean that it doesn't fall under the definition of disability. I think your best bet is to talk with your doctor about reasonable accommodations, but do realize the employer doesn't have to give you what you ask for, but does have to work with you to find some thing that accommodates. That might be some timeoff, but usually it is something that allows you to stay on the job to perform the essential functions/duties.
On the FMLA front, if you took all of Jan/Feb (and any other time before that in the last 12 months for any FMLA-protected reason) and they use rolling years, it is possible you are out of FMLA protected time since you only get 12 weeks per year. The employer has to disclose what FMLA time calculation they are using (calendar year, rolling year or some other 12 month consecutive period). If they don't disclose it, then it is the one most useful to the employee. Once you are out of FMLA time, yes they can dock you for attendance issues even those related to this -- with the exception of reasonable accommodations under ADA (which timeoff may or may not be).

