Quick Answer

Yes, Generac Power Systems hires individuals with felony convictions for certain positions, reviewing records case by case. As one of the leading U.S. manufacturers of backup power generation equipment, with multiple Wisconsin manufacturing facilities, Generac operates production plants that hire throughout the year. Employment decisions are conditional upon passing a background check and are subject to applicable federal and Wisconsin employment laws.

A criminal-record restriction may violate Title VII or applicable state or local law, depending on the circumstances. The EEOC rescinded its 2012 criminal-record guidance in October 2026, so it should not be treated as a current universal individualized-assessment requirement.

The greatest barriers are created by felonies related to violence or weapons (workplace safety concerns in industrial settings), theft, embezzlement, or fraud (access to high-value inventory and equipment), and drug-related offenses (drug-free workplace policy and heavy machinery operation). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Entry-level production roles including Assembly Line Worker, Material Handler, and Forklift Operator offer the best opportunities for applicants with records. Manufacturing positions have consistent demand, and Generac's multiple Wisconsin facilities provide numerous access points to employment. The company emphasizes safety compliance and reliability over background, making it accessible for those who demonstrate commitment to workplace standards.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying, honestly assess whether you meet these baseline requirements:

• Criminal-record protections: The EEOC rescinded its 2012 arrest-and-conviction-record guidance in October 2026. Title VII continues to prohibit unlawful employment discrimination. Applicable state and local laws may require individualized assessment or provide other fair-chance protections; coverage depends on the employer, job and location.

  
  

• Job-Related Assessment: Must be prepared for the company to evaluate whether your felony is related to the job duties using the Green Factors (nature of crime, time elapsed, nature of job).

  
  

• Physical Requirements: Manufacturing positions require standing for extended periods, lifting up to 50 pounds, and working in variable temperature environments. Production lines involve repetitive motion and manual dexterity.

  
  

• Drug Screen: Must pass a pre-employment drug test. Generac maintains a drug-free workplace policy. Testing is typically a 5-panel mouth swab or urine screening. Post-accident testing is mandatory.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after conditional offer). Lying is an automatic disqualifier and can result in termination if discovered later.

  
  

• Work Authorization: Must be legally authorized to work in the United States and able to provide required I-9 documentation.

  
  

• Schedule Flexibility: Manufacturing facilities operate multiple shifts including 10-hour days and weekend rotations. Willingness to work overtime significantly improves hiring chances.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Generac Power Systems operates primarily in Wisconsin, which has robust fair employment protections through the Wisconsin Fair Employment Act. The rescinded 2012 EEOC guidance is not a current nationwide individualized-assessment requirement; applicable state or local law may impose such a requirement.

Criminal-record screening: current legal protections

The EEOC rescinded its 2012 arrest-and-conviction-record guidance in October 2026. Title VII continues to prohibit unlawful employment discrimination. Applicable state and local laws may require individualized assessment or provide other fair-chance protections; coverage depends on the employer, job and location. The following offense, time and job-related factors can be useful when preparing an explanation of a record; they are not presented here as a universal federal assessment mandate.

(1) Nature and gravity of the offense;

(2) Time elapsed since the offense and/or completion of sentence;

(3) Nature of the job sought and its relationship to the offense. Blanket policies excluding all felons are prohibited.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Generac must comply with the Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Provide pre-adverse action notice with a copy of the report and summary of FCRA rights;

(2) Allow reasonable time (typically 5 business days) to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands after review.

State-Specific Considerations

Wisconsin has strong fair employment protections through the Wisconsin Fair Employment Act (Wis. Stat. § 111.31-111.395). This law prohibits employment discrimination based on conviction record unless the offense is substantially related to the job duties. Wisconsin's 2016 Ban the Box law (Act 150) prohibits public sector employers from asking about criminal history on initial applications. While this specifically applies to government positions, many private employers including manufacturers follow similar practices. Madison and Milwaukee have additional local fair chance ordinances. Employers who reject applicants based on criminal history must be able to demonstrate the conviction's substantial relationship to job duties.

Manufacturing-Specific Considerations

The manufacturing industry involves operation of heavy machinery, access to valuable inventory, and working in close quarters with other employees. This creates specific regulatory considerations. OSHA requirements mandate safe working environments, meaning violent offense histories receive careful scrutiny for positions involving equipment operation or team collaboration. High-value generator components and materials create concerns about theft-related offenses. However, manufacturing generally has fewer regulatory barriers than industries like healthcare, finance, or government contracting. No industry-specific licensing requirements exclude individuals with criminal records from production floor positions.

Company Overview

Generac Power Systems is the leading global designer and manufacturer of energy technology solutions, specializing in backup power generation equipment. Founded in 1959 by Robert Kern in Waukesha, Wisconsin, Generac was the first company to engineer affordable home standby generators and developed the first engine specifically for generator use. The company remains headquartered in Waukesha and has maintained all primary manufacturing operations in Wisconsin, demonstrating strong commitment to local employment.

Generac has a large workforce, with many employees at its Wisconsin facilities, including its Waukesha-area headquarters and several manufacturing plants in the state. Generac manufactures residential standby generators, portable generators, commercial and industrial generators, automatic transfer switches, pressure washers, and clean energy products including battery storage systems.

Company Fast Facts

• Founded: 1959 (Waukesha, Wisconsin)

• Headquarters: S45 W29290 WI-59, Waukesha, WI 53189

• Employees: Approximately 9,500 globally, primarily in Wisconsin

• Industry Position: #1 manufacturer of home backup generators in North America

• Manufacturing Facilities: Waukesha, Whitewater, Eagle, Jefferson, Oshkosh, Berlin, Beaver Dam (all Wisconsin); Trenton, SC; Monterrey, Mexico

• Stock Exchange: NYSE: GNRC

• CEO: Aaron Jagdfeld

• Revenue: $4.4 billion (2024)

Hiring Policy Analysis

Generac considers applicants with criminal records case by case for manufacturing positions. As a Wisconsin employer, it is subject to the Wisconsin Fair Employment Act's prohibition on discrimination based on conviction records that are not substantially related to job duties. Background checks are conducted after conditional job offers, giving applicants the opportunity to demonstrate qualifications before criminal history is reviewed. The hiring process typically includes online application, phone screening, in-person interview, conditional offer, background check, drug test, and orientation. Some production positions may be filled through staffing agencies, with a chance to convert to direct hire. The EEOC rescinded its 2012 criminal-record guidance in October 2026. Confirm current employer practices and any separate state or local requirements for the position.

Position-Specific Barriers

Barrier levels are determined by access to valuable inventory, operation of heavy equipment, supervisory responsibilities, and customer interaction requirements.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, shift (night shift adds $2/hr differential), experience, and facility.

Career Path Examples

Generac emphasizes internal advancement and offers training programs for skill development. Many supervisory and technical positions are filled through internal promotion.

Production Track: Assembly Line Worker ($16-$20/hr) → Senior Assembler ($19-$22/hr) → Team Leader ($55K-$70K/yr) → Production Supervisor ($60K-$75K/yr). Advancement requires consistent attendance, quality performance, and safety compliance.

Warehouse Track: Warehouse Associate ($17-$19/hr) → Material Handler I ($22/hr) → Material Handler II ($23/hr) → Warehouse Supervisor ($55K-$65K/yr). Forklift certification and inventory management skills drive advancement.

Technical Track: Machine Operator ($18-$22/hr) → Test Technician ($19-$24/hr) → Quality Inspector ($22-$26/hr) → Quality Supervisor ($60K-$75K/yr). Technical training and certifications accelerate progression.

Background Check Process

Understanding Generac's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after extending conditional job offers, which means you'll have the opportunity to demonstrate your qualifications before your criminal history is reviewed.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace and address history; employment history verification for the past 5-7 years; drug screening (5-panel mouth swab or urine test); education verification for positions requiring specific credentials.

  
  

• Lookback Period: Standard 7-year criminal lookback for most positions. Employment verification typically extends 5-7 years. Serious violent or sexual offenses may be considered beyond this period. Wisconsin does not have a statutory limitation on lookback periods for criminal convictions, but older offenses receive less weight in individualized assessment.

  
  

• Timeline: The hiring process averages approximately 21 days from application to hire based on employee reports. Background checks typically take 5-10 business days to complete after conditional offer. Some positions through staffing agencies may have faster turnaround.

  
  

• Process Flow: Application submitted → Phone screening (1-2 days) → In-person interview (1-7 days) → Conditional offer extended → Background check and drug test authorization signed → Background check conducted (5-10 days) → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation.

Disqualifying Factors

High Risk for Disqualification: Violent felonies within the past 7 years (assault, battery, weapons offenses) due to workplace safety concerns; theft, embezzlement, or fraud convictions particularly for positions with inventory access; drug manufacturing or distribution felonies; sexual offenses; arson; false statements on application (automatic disqualification).

Lower Risk (Case-by-Case): Non-violent property crimes older than 5 years; drug possession (non-distribution) with evidence of rehabilitation; DUI (unless position requires driving); older offenses with demonstrated rehabilitation. All subject to individualized assessment considering rehabilitation evidence, time elapsed, and job relevance.

Your Rights as Applicant

• FCRA Protections: You must receive written notice and provide consent before a background check. If denied based on the report, you're entitled to a copy and the right to dispute inaccuracies.

  
  

• Pre-Adverse Action Notice: Before a final decision, you must receive notice with a copy of the report and a summary of your rights. You have a reasonable time (typically 5 business days) to respond.

  
  

• Federal and local protections: The EEOC rescinded its 2012 arrest-and-conviction-record guidance in October 2026. Title VII continues to prohibit unlawful employment discrimination. Applicable state and local laws may require individualized assessment or provide other fair-chance protections; coverage depends on the employer, job and location.

  
  

• Wisconsin Fair Employment Act: Employers may only consider convictions that are substantially related to the job duties. Discrimination based on arrest records is prohibited.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand through Wisconsin's WORCS system.

Application Strategy

1. Target Entry-Level Production Positions: Focus on Assembly Line Worker, Production Assembler, and Warehouse Associate positions which have the lowest barriers and highest volume hiring needs. These roles offer the best opportunity to get your foot in the door. Avoid Field Service Technician or supervisory roles initially if your record is recent.

   
   

2. Apply Through Official Channels: Submit your application through generac.com/careers or generac.dejobs.org. Generac also posts positions on Indeed, LinkedIn, and Glassdoor. Consider applying through staffing agencies like QPS Employment Group, which frequently fill Generac positions.

   
   

3. Apply to Multiple Facilities: With manufacturing plants in Waukesha, Whitewater, Eagle, Jefferson, Oshkosh, Berlin, and Beaver Dam, applying to multiple locations maximizes your chances. Different facilities may have different hiring needs and timelines.

   
   

4. Prepare for the Interview: Be ready to discuss your reliability, attention to detail, and commitment to safety. Research Generac's products and history. Emphasize any manufacturing experience, mechanical aptitude, or ability to work in a team environment.

   
   

5. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and can result in termination even after hire if discovered later. Wait until asked or until after conditional offer to discuss your record.

   
   

6. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense without making excuses, describe what you learned, and explain how you've changed. Focus on rehabilitation, personal growth, and stability. Keep it concise (30-60 seconds).

   
   

7. Document Rehabilitation: Gather evidence of positive changes since your conviction: completion of treatment programs, educational certificates, vocational training, stable housing, employment history, community involvement, and references from employers, probation officers, or community members.

   
   

8. Follow Up Professionally: After applying, follow up with HR if you don't hear back within two weeks. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation. Persistence and professionalism demonstrate the qualities employers value.

Tips for Applicants with Records

1. Manufacturing Has Constant Hiring Needs: Generator demand fluctuates with weather events and power grid concerns, but Generac maintains steady production year-round. Multiple shifts and facilities mean continuous opportunities. Don't be discouraged by individual rejections—keep applying.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Generac begin on the assembly line. Prove reliability through perfect attendance and consistent quality work. Internal advancement to supervisory roles is common for employees who demonstrate commitment.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check through Wisconsin's WORCS system ($7) or a consumer reporting agency. Dispute any errors or outdated information in advance.

   
   

4. Highlight Manufacturing Skills: Any experience with assembly work, hand tools, measuring instruments, or quality inspection is valuable. Forklift certification, mechanical aptitude, and ability to read work instructions are highly desired skills.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Generac uses 5-panel testing (typically mouth swab or urine). While pre-employment THC testing may be inconsistent, post-accident testing is mandatory and comprehensive.

   
   

6. Emphasize Reliability and Safety: Manufacturing employers value attendance, punctuality, and commitment to safety protocols above almost everything else. Emphasize any history of reliable work, stable housing, and dependable transportation.

   
   

7. Consider Staffing Agencies: Some Generac production positions may be filled through staffing agencies. A recruiter can help present your application, and temp-to-hire arrangements allow you to prove yourself before permanent hire.

   
   

8. Be Flexible on Shifts: Willingness to work second shift, third shift, weekends, and overtime significantly increases your chances. Night shifts often add $2/hour differential. Many positions involve 10-hour days Monday through Friday plus Saturday.

Benefits Overview

Generac Power Systems offers a comprehensive benefits package for full-time employees. Benefits eligibility typically begins after 60-90 days for direct hires.

• Compensation: Hourly pay ranging from $16-$37/hr depending on position. Night shift differential of $2/hr. Weekly pay. Overtime paid at time and a half (80% of employees report receiving overtime pay). Performance bonuses available for some positions.

  
  

• 401(k) and Retirement: 401(k) retirement plan with company match. Plan uses Vanguard funds with low fees. Three-year cliff vesting schedule for employer contributions.

  
  

• Health Benefits: Three medical insurance plan options. Coverage includes maternity support programs, diabetes management, and treatment decision support. Health Savings Account option with High Deductible plan. Dental plan covering preventative care and orthodontia. Vision plan with comprehensive coverage. Telehealth services available.

  
  

• Time Off: Paid vacation starting at 8 days after 60 days of employment, increasing with tenure. Paid sick days (1-5 days annually). Paid holidays. Bereavement leave. Maternity and paternity leave available after one year.

  
  

• Additional Benefits: Employee Stock Purchase Plan at 10% discount. Life insurance and supplemental life insurance. Short-term and long-term disability coverage. Tuition reimbursement (up to 25% for job-related degrees/certificates). Employee Assistance Program. Employee discounts. Mobile phone discounts. Company social events including recreation leagues and golf outings.

  
  

• Employee Perspectives - Pros: Decent pay for manufacturing work; weekly paychecks; overtime opportunities; good 401(k) with Vanguard funds; comprehensive health insurance; opportunity to learn new skills; stable employment.

  
  

• Employee Perspectives - Cons: Long hours (10-hour shifts common); mandatory overtime during busy periods; health insurance premiums can be expensive for families; limited work-life balance; two short breaks during shifts; management communication could improve.

Frequently Asked Questions

1. Does Generac Power Systems hire people with felonies?

   Yes, Generac Power Systems considers applicants with felony convictions for employment. As a Wisconsin employer subject to the Wisconsin Fair Employment Act, Generac generally can't reject applicants because of a conviction unless the offense is substantially related to the job. Records are reviewed considering the nature of the offense, time elapsed, and relevance to the job. Entry-level production positions such as Assembly Line Worker, Material Handler, and Warehouse Associate offer the best opportunities. Recent violent offenses, theft crimes, and drug distribution felonies face the highest scrutiny.

   
   

2. What is the background check process at Generac Power Systems?

   Generac conducts background checks after extending conditional job offers. The process includes criminal history search at county, state, and federal levels; SSN trace for identity verification; employment verification; and a drug test (typically 5-panel mouth swab or urine). The background check takes 5-10 business days. If issues are found, you'll receive a pre-adverse action notice with a copy of the report and time to respond before any final decision is made.

   
   

3. How far back does the background check go at Generac Power Systems—what is the lookback period?

   How far back a Generac background check can report depends on the type of record and state law. Under the federal FCRA, arrests and other non-conviction records generally can't be reported after 7 years, but convictions have no federal time limit, and Wisconsin does not set its own limit. Older convictions generally carry less weight, though serious violent or sexual offenses may be considered regardless of age. Employment verification typically covers your recent work history.

   
   

4. What types of convictions make hiring more difficult at Generac Power Systems?

   The most challenging convictions include: violent felonies (assault, battery, weapons offenses) due to workplace safety concerns in an industrial environment; theft, embezzlement, or fraud due to access to valuable inventory and equipment; drug manufacturing or distribution due to drug-free workplace policy; and arson. Dishonesty on the application is an automatic disqualifier. Older non-violent offenses with demonstrated rehabilitation have better chances, especially for entry-level production roles.

   
   

5. What are the best entry-level roles at Generac Power Systems for applicants with a record?

   The best entry points are Assembly Line Worker ($16-$20/hr), Production Assembler ($17-$21/hr), and Warehouse Associate ($17-$19/hr). These positions have the highest hiring volume, supervised work environments, and lower barrier levels. Material Handler positions ($22-$23/hr) are also accessible for those with forklift experience. Avoid Field Service Technician positions initially as they require customer interaction and driving.

   
   

6. Does Generac Power Systems drug test, and what kind of test do they use?

   Yes, Generac requires pre-employment drug testing for manufacturing positions. The test is typically a 5-panel screening using either mouth swab or urine sample. Employee reports suggest pre-employment testing may not always screen for THC, but post-accident testing is mandatory and comprehensive. Any positive result for controlled substances after a workplace injury results in termination. Generac maintains a drug-free workplace policy.

   
   

7. When during the hiring process will Generac Power Systems ask about criminal history?

   Generac typically conducts background checks after extending a conditional job offer. You may be asked about your criminal history during the application or interview process or after receiving a conditional offer, depending on the role and location. Results are then reviewed case by case, considering how any conviction relates to the job.

   
   

8. Can someone advance to management at Generac Power Systems if they have a felony?

   Yes, advancement to supervisory and management positions is possible for employees with criminal records. In manufacturing, Team Leader and Production Supervisor roles are often filled by employees who started in entry-level positions. Success requires consistent attendance, quality performance, safety compliance, and demonstrated leadership ability. Additional background review may occur for supervisory positions. Time since offense and a solid work record improve advancement prospects.

   
   

9. How long does the hiring and background check process take at Generac Power Systems?

   The average hiring process takes approximately 21 days from application to start date. After applying, expect phone screening within 1-2 weeks, followed by an in-person interview. Conditional offers are typically made within days of a successful interview. Background checks take 5-10 business days. Positions through staffing agencies may have faster timelines. Employee reports indicate 56% received offers within a day or two of their interview.

   
   

10. What can applicants do to improve their chances of getting hired at Generac Power Systems?

    Key strategies include:

    (1) Target entry-level production positions with highest hiring volume;

    (2) Apply to multiple Wisconsin facilities;

    (3) Consider applying through staffing agencies;

    (4) Be completely honest about your criminal history;

    (5) Prepare a brief rehabilitation narrative focusing on lessons learned and changes made;

    (6) Document rehabilitation with certificates, references, and stable work history;

    (7) Emphasize reliability, attendance, and safety commitment;

    (8) Be flexible on shifts including nights, weekends, and overtime;

    (9) Check your own background first and dispute any errors;

    (10) Follow up professionally after applying.

Alternative Second Chance Employers

If Generac Power Systems doesn't work out, consider these employers known for fair chance hiring practices in manufacturing and related industries in Wisconsin:

Conclusion

Generac Power Systems offers genuine opportunities for individuals with criminal records, particularly in entry-level production roles. As one of the leading U.S. backup power manufacturers with multiple Wisconsin facilities, the organization provides an accessible pathway to stable manufacturing employment with competitive wages and comprehensive benefits. Production roles open throughout the year as demand for power generation equipment continues.

The work is physically demanding with long shifts (10 hours common), mandatory overtime during peak periods, and repetitive tasks in an industrial environment. However, the compensation is competitive for manufacturing ($16-$23/hr for entry-level positions with $2/hr night differential), and the benefits package includes medical coverage, 401(k) with match, and tuition reimbursement. Career advancement is realistic—many supervisors began on the assembly line and advanced through demonstrated reliability and performance.

Key Success Factors: Target entry-level production positions; apply to multiple Wisconsin facilities; be completely honest about your record; emphasize reliability and safety commitment; pass the drug test; demonstrate flexibility on shifts; document your rehabilitation; follow up professionally.

Biggest Barriers: Recent violent felonies (workplace safety); theft and fraud convictions (inventory access); drug distribution (drug-free workplace); dishonesty on application (automatic disqualification).

For applicants willing to work hard, maintain perfect attendance, and commit to safety, Generac Power Systems represents a solid opportunity to build a stable career in manufacturing. The company's Wisconsin roots, multiple facilities, and consistent labor needs create ongoing access points for second chance employment.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, and individual circumstances. While we strive for accuracy using publicly available sources including company websites, job postings, employee reviews (Glassdoor, Indeed), and salary databases (PayScale, ZipRecruiter), employment information and company policies may change without notice. Always verify current practices directly with Generac Power Systems.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, and fair chance hiring requirements vary by state and should be confirmed with legal professionals. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now: generac.com/careers