Target has always worked with ADA. It's federal law. It may be that your leadership team had other reasons to let you go and you have forgotten those conversations. If you never disclosed your disability, you're out of luck. Employers are prohibited from directly asking anything about your disability; that puts the onus on the employee or applicant to educate the employer. You can request the accommodations you may need and explain how you can best perform the job. That’s an extra burden that people with disabilities bear. but your employer cannot be expected to be a mind reader. You can reapply and they can choose to not hire you or they can choose to hire you. Your reasons for choosing not to follow up at the time of the incident seem shady unless you are very, very young and did not have support systems in place that would most certainly have directed you to file a complaint with the corporate office at the time of the incident. ADA complaints are not a store level situation. More likely than not, there is different management at the store now and documentation of your firing may or may not still be on file.
The ADA provides an important tool to fight discrimination: filing a complaint with an appropriate federal agency. This page outlines the steps to do so.
www.ada.gov