FOR IMMEDIATE RELEASE
June 2, 2026
BOISE, ID – The IFPC Legal Center filed a charge of religious discrimination and an unfair labor practice charge on behalf of Adam Hahn, a 22-year United States Army combat veteran with a spotless employment record, five combat deployments, and a 100% disability rating. Hahn was ultimately fired from his job at a manufacturing plant after refusing to use a female name and preferred pronouns to refer to a colleague who identified as transgender.
The charges detail how Hahn, who was employed by MOR Manufacturing in Post Falls, Idaho could not, due to his religious convictions, refer to his transgender-identifying colleague by a name and pronouns not in accordance with the employee’s biological sex. Hahn requested a religious accommodation from the company and also gave his coworkers information about Title VII and their right to request an accommodation. MOR Manufacturing disciplined him for that, accusing him of talking to other employees about his “religious . . . beliefs.”
Hahn eventually submitted a two-weeks’ notice of resignation because of upper management’s hostility towards his religious beliefs. But rather than letting him leave peacefully, the company fired him during his last week on the job, saying he was a “distraction” in the workplace.
The complaint is based on Title VII of the Civil Rights Act of 1964 and of the Civil Rights Act of 1964 and the Idaho Human Rights Act, both of which protect employees from religious discrimination in the workplace. Title VII specifically requires employers to reasonably accommodate employees’ religious beliefs and prohibits employers from firing employees for their religious beliefs. The Unfair Labor Practice Complaint is brought under the National Labor Relations Act, a federal statute that protects the right of employees to discuss their working conditions with coworkers. Both charges were filed against MOR Manufacturing and its related companies, TraffiCalm and Pelco Products, Inc.
The U.S. Equal Employment Opportunity Commission and the Idaho Human Rights Commission will review the religious discrimination charge, and the National Labor Relations Board will review the unfair labor practice charge. Both charges can be brought in federal court if the agencies decline to investigate the case.
A statement from Caleb Pirc, IFPC Legal Center Director:
“No one should be fired for faithfully living out their Christian convictions. Not only is it wrong, but it’s also illegal—both state and federal law protect employees like Adam from this kind of discrimination. We’re proud to stand with Adam in this fight, and we’re thankful that the law protects his courage of conviction.”
A statement from Isaac Helland, Litigation Counsel at IFPC Legal Center:
“Employees show up to work to do their jobs—not to have a woke agenda crammed down their throats. It’s unfortunate that after fighting for our freedoms overseas, Adam was discriminated against for exercising his first freedom, freedom of religion. We plan to vindicate Adam’s civil rights—in court, if necessary. In the meantime, employers should take note: you cannot fire Christians for being believing, practicing Christians.”
About Idaho Family Policy Center
Idaho Family Policy Center is a ministry that advances the lordship of Christ in the public square through engaging the church, promoting God-honoring public policy, and training statesmen. Visit IFPC's website at https://idahofamily.org/
