Christian employee sues Generac after getting fired for refusing to use transgender colleague's pronouns

By lauraharris // 2025-06-01

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Spencer Wimmer, a former employee of Generac Power Systems, filed an EEOC complaint alleging he was fired for refusing to use a transgender colleague's preferred pronouns due to his Christian beliefs, violating Title VII protections.
Wimmer requested a religious exemption but was denied by HR and supervisors, who equated pronouns to nicknames and issued a disciplinary warning threatening termination for noncompliance.
Feeling pressured to choose between his faith and job, Wimmer resigned but later sought to retract it after learning of potential legal protections. Generac rejected his reversal and terminated him immediately.
The case may test the Supreme Court's Groff v. DeJoy (2023) ruling, which reinforced employers’ duty to accommodate religious practices unless they cause "undue hardship."
Wimmer and his attorneys argue that Generac prioritized gender identity policies over religious freedom, refusing any compromise despite his willingness to maintain professionalism. The complaint demands an EEOC investigation into the alleged discrimination.

A Wisconsin man has filed a religious discrimination complaint against his former employer, alleging he was fired for refusing to use a transgender colleague's preferred name and pronouns due to his Christian beliefs. Spencer Wimmer, who worked at Generac Power Systems, Inc. for nearly five years, claims the company violated Title VII of the Civil Rights Act of 1964 by denying his request for religious accommodation and ultimately terminating him. The complaint, filed with the U.S. Equal Employment Opportunity Commission (EEOC) this May with assistance from the Wisconsin Institute for Law and Liberty (WILL), accuses Generac of religious bias. Wimmer asserts that he sought an exemption from using a transgender employee's preferred pronouns, citing his faith, but was denied by human resources and his supervisor. According to the complaint, Generac issued him a disciplinary warning, stating that failure to comply with pronoun usage could result in termination. A Human Resources department representative allegedly dismissed Wimmer's religious objections, comparing preferred pronouns to using a nickname like "Lizzy" for "Elizabeth." Feeling pressured to choose between his job and his faith, Wimmer resigned on March 31, only to later learn he might have legal protections. When he attempted to rescind his resignation on April 2, Generac reportedly denied his request and terminated him on the spot. "Generac's bias and hostility toward Mr. Wimmer's religious beliefs – including the company's discipline, harassment, denial of a reasonable accommodation and ultimate termination of Mr. Wimmer – constitute religious discrimination under Title VII," the complaint concluded, requesting that EEOC open a formal investigation into the matter. (Related: Using the "wrong pronoun" in reference to transgenders an act of "violence," claims Rhode Island official.)

Employers have become fixated on identity politics in the workplace, WILL attorney says

In an interview with Fox News Digital, Cara Tolliver, an attorney with WILL, claimed that the case could test the Supreme Court's 2023 ruling in Groff v. DeJoy, which strengthened employers' obligation to accommodate religious practices unless they cause "undue hardship." "Employers, I think, have kind of become seemingly fixated on a lot of identity politics in the workplace, including the topic of gender identity," Tolliver said. "But it's crucial to keep in mind that even where Title VII may provide some protection to employees against workplace discrimination and harassment on the basis of a gender identity, this does not supersede or eliminate Title VII protections against religious discrimination and the fact that religious discrimination is illegal." Wimmer echoed a similar statement and insisted that he "never asked Generac to choose between me and this other individual." "There was absolutely a way for us to work together and have a compromise where we continue to have a professional environment," he said. "Unfortunately, there are individuals and there are organizations and structures in place that won't let you have compromise. The fact that you have these beliefs is unacceptable to them. So, no amount of compromise is possible." Visit GayMafia.news for more similar stories. Watch this video explaining why the gay agenda is destroying the world.

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Employers have become fixated on identity politics in the workplace, WILL attorney says

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