In a shocking development that has sent ripples through the hospitality industry, Asad Malik, the CEO of Amerilodge Group, faces serious allegations of sexual harassment and assault from a former employee. The accusations stem from an incident at a Justin Timberlake concert in Detroit earlier this year, where Malik is said to have made unwanted advances toward Stephanie Starling, a longtime manager at one of the company’s hotels.
Filed in federal court, the lawsuit paints a picture of a night out that turned nightmarish, highlighting issues of power dynamics in the workplace. Amerilodge Group, a Bloomfield Hills-based company that manages and owns hotels across Michigan, Indiana, and Ohio under brands like Hilton, Marriott, and InterContinental Hotels Group, has denied the claims, setting the stage for a contentious legal battle.
Starling, a 38-year-old mother of three from Saginaw, Michigan, who worked for the company for eight years, alleges that what began as a company-sponsored fun event devolved into harassment, leading to her eventual termination in what she claims was retaliation. The case has drawn comparisons to other high-profile incidents involving executives at concerts, underscoring a troubling pattern in corporate outings.
As details emerge from court documents and public statements, the story raises questions about accountability, especially when the accused holds the top position in the organization. Malik, who is married and also serves as a board member of the Islamic Association of Greater Detroit, has not personally commented, but the company’s spokesperson has labeled the accusations as baseless. .
The Alleged Incident at the Concert
The events in question unfolded on February 20, 2025, during Justin Timberlake’s concert at Little Caesars Arena in Detroit. Asad Malik had invited about a dozen Amerilodge employees, including Starling, to the show as a company outing, complete with VIP tickets and catered food. Starling, who served as the director of sales and manager at the Courtyard by Marriott in Bay City, attended expecting a professional yet enjoyable evening with colleagues.
According to the lawsuit, the harassment began early in the night. While in line for food, Asad Malik allegedly hugged Starling and whispered, “I was going to kiss you.” He reportedly followed up with, “I’ll probably do that later. It’ll be a good kiss.” Starling described feeling uncomfortable and laughed it off nervously, but she confided in her supervisor, asking not to be left alone with Malik. She sought to maintain distance, staying near her general manager and other colleagues.
The situation escalated later when the group was seated in a booth. Starling claims Asad Malik slid next to her, placed his hand under her right thigh, and squeezed her buttocks, causing her to tremble in fear. Panicked, she excused herself to the bathroom, where she texted her brother about being “molested” by the CEO and called family members in tears. Her father reportedly wanted to call the police, but Starling begged him not to, fearing a public scene in front of coworkers, including the VP of finance and corporate office staff.
During the concert itself, Malik allegedly tried to get Starling to sit beside him, becoming visibly angry when her general manager intervened. Supervisors overheard her distress and planned to report the behavior. After the show, as the group carpooled back to a Holiday Inn in Troy, Malik offered Starling a ride.
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Once in the vehicle, he allegedly drove to a dark, isolated area, unbuckled his seatbelt, and announced, “I’m going in for that kiss.” Starling refused, citing a family emergency, and threatened to walk back through the snow if he didn’t comply. Malik eventually relented and drove her back to the hotel, where her boyfriend picked her up after driving over an hour.
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That night, at 1:01 a.m., Malik texted Starling to check on her, offering medical contacts for her family, but she did not respond. The lawsuit portrays these actions as a pattern of unwanted sexual advances, including inappropriate comments, physical touching, and attempts to isolate her, all while in a professional context.
This account aligns with Starling’s immediate reactions, as documented in the complaint, where she emphasized her fear and reluctance to cause disruption. The concert, part of Timberlake’s tour promoting his latest album, was meant to be a highlight, but for Starling, it became a traumatic experience that exposed the vulnerabilities of employees in social settings orchestrated by superiors.
The Aftermath and Retaliation Claims
In the days following the concert, Starling grappled with the incident’s impact. On February 22, 2025, she and her supervisor reported the allegations to Amerilodge’s human resources department. HR assured her of a confidential investigation by a neutral third-party through the state of Michigan. However, the probe was conducted by an attorney from a private law firm that also represents Amerilodge, which Starling’s lawsuit describes as a “complete sham.”
During the investigation, Starling faced increasing hostility at work. Coworkers gossiped about the matter, and she experienced micromanagement and pressure. On March 12, 2025, after an emotional phone call with her supervisor about her struggles, her company email access was suddenly revoked. The next day, HR emailed her, stating they were upholding her “resignation,” despite Starling insisting she had no intention of quitting and had not submitted any such letter.
Two weeks later, the investigating attorney closed the case, citing a lack of eyewitnesses to substantiate the claims. Amerilodge then offered Starling a one-month severance package in exchange for waiving her rights and signing a non-disclosure agreement, which she rejected, calling it “hush money.” Starling alleges this was an attempt to silence her, and that her termination was direct retaliation for reporting the harassment.
She subsequently filed a complaint with the U.S. Equal Employment Opportunity Commission (EEOC), receiving a right-to-sue letter on July 23, 2025. This paved the way for the federal lawsuit filed on August 13, 2025, in the U.S. District Court for the Eastern District of Michigan. The suit includes counts of sexual assault, harassment, creation of a hostile work environment, retaliation, assault and battery, and intentional infliction of emotional distress. Starling seeks lost wages and benefits, compensatory and punitive damages, attorney fees, and equitable relief.
In its defense, Amerilodge has denied the allegations in EEOC filings, with Malik “vehemently” rejecting any inappropriate touching or advances. The company portrayed Starling as having a drinking problem, referencing an unrelated incident at a 2024 Pitbull concert, which she denies ever attending. A company spokesperson, Chris Daly, stated they do not comment on pending litigation but look forward to defending against what they believe are baseless accusations.
Starling’s attorney, Jack Schulz, has criticized the handling of the investigation, arguing it protected the company rather than the employee. Starling herself has spoken out, asserting, “I know the truth. God knows the truth. He knows the truth,” and claiming knowledge of similar incidents involving other women. The lawsuit notes that several other female employees had previously reported harassment by Asad Malik without consequences.
Broader Implications for Workplace Harassment
This case extends beyond the individual allegations, shedding light on systemic issues in corporate America, particularly in industries like hospitality where social events blur professional boundaries. Experts not involved in the case, such as employee-rights attorney Megan Bonanni, have pointed out that it exemplifies how powerful figures often evade accountability in environments that tolerate harassment. The comparison to another recent scandal—involving a CEO accused of similar behavior at a Coldplay concert—highlights a pattern where concert outings become settings for misconduct.
For Amerilodge, the lawsuit could damage its reputation, especially as a company managing well-known hotel brands. The allegations of a sham investigation and retaliation underscore the challenges victims face when reporting to HR departments aligned with management. Starling’s decision to go public, refusing settlement offers, is seen as courageous, potentially encouraging others to come forward. She emphasized, “You’re not going to put a price tag on me,” rejecting the notion that financial incentives can erase trauma.
In the #MeToo era, such cases remind employers of the need for robust, impartial policies to handle complaints, especially against executives. The outcome of this lawsuit could influence how companies structure outings and investigations, promoting safer workplaces. As the legal proceedings advance, the hospitality sector watches closely, aware that unchecked power imbalances can lead to costly reckonings.
The full ramifications remain to be seen, but Starling’s story serves as a stark reminder of the human cost behind corporate facades. With the trial pending, both sides prepare for a courtroom showdown that could redefine accountability in Michigan’s business landscape.