Generac Power Systems Faces Lawsuit for Alleged Religious Discrimination
In a case that could set a significant precedent for religious freedom in the workplace, the Wisconsin Institute for Law & Liberty (WILL) has filed a complaint with the U.S. Equal Employment Opportunity Commission (EEOC) on behalf of Spencer Wimmer, a devout Christian terminated by Generac Power Systems, Inc. for his religious beliefs. Wimmer, who held that his faith prevented him from affirming gender transitions or using preferred pronouns conflicting with biological sex, was fired after expressing these convictions to his manager and Generac’s HR department. The complaint alleges that Generac’s actions violate Title VII of the 1964 Civil Rights Act, which prohibits religious discrimination in employment.
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A Model Employee
Spencer Wimmer was an exemplary employee at Generac, a leading Wisconsin-based company known for its power systems and $4 billion in 2024 revenue. Over nearly five years, Wimmer earned glowing performance reviews, merit-based raises, and multiple promotions to a leadership role. His 2024 review rated him as exceeding expectations—a distinction unmatched by peers in his position—reflecting his dedication and the praise of his colleagues and direct reports. Yet, despite his stellar record and lack of any employee complaints, Wimmer’s career at Generac abruptly ended after he disclosed his religious beliefs.
The Conflict
The issue arose in early March 2025 when Wimmer shared with his supervisor that his Christian faith prevented him from affirming gender identities or using pronouns that did not align with an individual’s biological sex. Wimmer had quietly navigated this by avoiding preferred names and pronouns for a few transgender employees, seeking to respect both his beliefs and workplace harmony. However, with Generac’s increasing emphasis on Diversity, Equity, and Inclusion (DEI) initiatives, which Wimmer perceived as prioritizing identity politics, he sought clarity on how his beliefs aligned with company expectations.
Instead of engaging constructively, Generac’s response was swift and punitive. Wimmer was reported to HR, reprimanded, threatened, and formally disciplined. The company challenged the legitimacy of his faith and denied his request for a religious accommodation, such as avoiding pronouns and names altogether—a solution Wimmer proposed to balance his convictions with workplace respect. Generac deemed this approach a violation of company policy, despite having no explicit policy mandating how employees must address each other. Notably, no employee had ever complained about Wimmer’s conduct.
Termination and Aftermath
Within weeks of disclosing his beliefs, Wimmer was fired and escorted off company premises. Adding insult to injury, his personal Bible and other belongings were returned to him in damaged condition. “Generac considered my Christian beliefs to be harassment of others, despite glowing performance reviews and no complaints,” Wimmer said. “I was heartbroken by the way Generac treated me, dismissing my religious convictions simply because they do not agree.”
WILL Associate Counsel Cara Tolliver emphasized the broader implications: “Generac’s bias and hostility toward Spencer’s religious beliefs—including discipline, denial of a reasonable accommodation, and termination—constitute religious discrimination under Title VII. We’ve taken up Wimmer’s case to oppose compelled gender affirmation and secure religious protections for all.”
Legal and Cultural Significance
This case tests U.S. Supreme Court precedent, which holds that employers must accommodate religious beliefs unless doing so imposes “substantial increased costs” to their business. WILL argues that Generac made no effort to accommodate Wimmer, despite his reasonable proposal and the absence of any workplace disruption. The company’s actions, they contend, reflect a broader trend of employers prioritizing ideological conformity over religious freedom.
Generac’s termination of Wimmer raises critical questions about the balance between workplace DEI policies and employees’ rights to religious expression. Cases like Wimmer’s highlight the tension with employees whose faith-based convictions conflict with DEI policies. The outcome of this EEOC complaint could influence how employers navigate these issues, particularly in light of Title VII’s protections.
Headquartered in Waukesha, Wisconsin, Generac Power Systems employs approximately 10,000 workers and is a major player in the power systems industry. The Wisconsin Institute for Law & Liberty, representing Wimmer, is a public interest law firm dedicated to advancing individual liberties and limited government.
Looking Ahead
Wimmer’s case underscores a disconnect between corporate policies and religious freedoms outlined in our constitution. As the EEOC investigates, employers, including Generac will be held accountable to the law requiring accommodation of sincerely held religious beliefs. For Wimmer, the fight is personal but resonates widely: “I just wanted to do my job while staying true to my faith. Generac’s response was to throw me out.”
