Fox 2 Detroit terminated 20-year veteran anchor Taryn Asher while she was finalizing her divorce from fellow journalist Jason Carr, and her attorney responded by filing a federal gender discrimination complaint with the Equal Employment Opportunity Commission on April 8, 2026. The case puts a spotlight on how Michigan employers treat workers navigating divorce proceedings and whether gender plays a role in workplace decisions during personal upheaval.
Key Facts
| Detail | Summary |
|---|---|
| What happened | Fox 2 Detroit fired anchor Taryn Asher; her attorney filed an EEOC gender discrimination complaint |
| When | EEOC complaint filed April 8, 2026 |
| Where | Detroit, Michigan (Wayne County) |
| Who is affected | Michigan employees going through divorce who face adverse workplace actions |
| Key law | Elliott-Larsen Civil Rights Act § 202, Title VII of the Civil Rights Act of 1964 |
| Practical impact | Raises questions about employer conduct toward divorcing employees and gender-based treatment disparities |
The EEOC Complaint Alleges Gender-Based Disparities in Assignments and Scheduling
The federal complaint filed on Asher's behalf alleges that Fox 2 Detroit treated her less favorably than male colleagues in three specific areas: story assignments, scheduling, and access to high-profile guests, according to The Detroit News. The timing of her termination during active divorce proceedings adds another dimension to the allegations.
An EEOC complaint is the mandatory first step before filing a federal gender discrimination lawsuit under Title VII of the Civil Rights Act of 1964. The EEOC has 180 days to investigate before issuing a right-to-sue letter, though investigations frequently extend beyond that timeline. If the EEOC finds reasonable cause, it may attempt conciliation between the parties before litigation proceeds.
Asher spent more than two decades at the Fox 2 Detroit anchor desk, making her one of the longest-tenured broadcast journalists in the Detroit market. Her divorce from Jason Carr, who also worked in Detroit media, became a matter of public discussion in the months preceding her termination.
How Michigan Law Protects Employees Facing Discrimination
Michigan employees have dual protection against gender discrimination through both federal and state law. Title VII covers employers with 15 or more employees, while the Elliott-Larsen Civil Rights Act (ELCRA) § 202 covers Michigan employers with 1 or more employees, providing broader coverage than federal law.
Under ELCRA, an employer cannot discharge, refuse to hire, or otherwise discriminate against an individual with respect to employment because of sex. Michigan courts have interpreted this protection to cover both direct discrimination and disparate treatment, where an employee can show that similarly situated colleagues of a different gender received more favorable treatment under comparable circumstances.
Michigan also recognizes claims for marital status discrimination under ELCRA § 202, which prohibits employment discrimination based on marital status. An employee terminated during or because of divorce proceedings could potentially assert claims under both the sex discrimination and marital status discrimination provisions of the statute.
The statute of limitations for filing an ELCRA claim is 3 years from the date of the alleged discriminatory act, compared to the 300-day deadline for filing with the EEOC in Michigan (which has a state agency, the Michigan Department of Civil Rights, that has a worksharing agreement with the EEOC). Filing with the EEOC typically cross-files with the state agency automatically.
What Michigan Divorce Law Says About Employment and Income Changes
While the discrimination case will proceed through employment law channels, the timing of a job loss during divorce proceedings creates significant complications under Michigan family law. Michigan courts determine spousal support (alimony) based on factors outlined in MCL § 552.23, including the ability of each party to work, the source and amount of property awarded, and the prior standard of living established during the marriage.
A substantial income reduction during pending divorce proceedings triggers scrutiny from Michigan family courts. Under MCL § 552.602, income for child support and spousal support calculations includes salaries, wages, commissions, and bonuses. When a spouse loses employment, Michigan courts evaluate whether the income reduction was voluntary or involuntary, a distinction that directly affects support calculations.
Michigan courts apply the concept of imputed income when a party is voluntarily unemployed or underemployed. If a court determines that a job loss was involuntary, the court typically bases support on actual current income rather than imputed historical earnings. An EEOC complaint and potential wrongful termination claim would generally support the argument that a job loss was involuntary.
Any severance package, unemployment benefits, or future settlement proceeds from the employment discrimination claim could also become relevant to the property division and support calculations in the divorce. Michigan follows equitable distribution under MCL § 552.19, meaning courts divide marital property fairly but not necessarily equally.
Practical Takeaways for Michigan Residents
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Document everything if you experience changes in workplace treatment during divorce proceedings. Michigan courts and the EEOC rely heavily on contemporaneous records such as emails, performance reviews, and scheduling changes to establish patterns of disparate treatment.
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Understand the filing deadlines. You have 300 days from the discriminatory act to file with the EEOC in Michigan, and 3 years to file under the Elliott-Larsen Civil Rights Act. Missing these deadlines can permanently bar your claims.
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Notify your divorce attorney immediately if you lose your job or experience a significant income change during proceedings. Under MCL § 552.602, your attorney may need to file a motion to modify temporary support orders or adjust financial disclosures.
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Keep your employment dispute and divorce case coordinated. Proceeds from an employment discrimination settlement or verdict may be considered marital property if the underlying events occurred during the marriage, depending on when the claim arose and when the divorce is finalized.
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Consider whether marital status discrimination applies to your situation. Michigan is one of relatively few states that explicitly prohibits employment discrimination based on marital status under ELCRA § 202, providing an additional legal avenue beyond sex discrimination.
Frequently Asked Questions
Can my employer fire me because I am going through a divorce in Michigan?
Michigan law prohibits employers from discriminating based on marital status under the Elliott-Larsen Civil Rights Act § 202. An employer who fires you specifically because you are divorcing could face liability. However, proving the divorce itself motivated the termination requires evidence of a direct connection between the two events. Employees should document any comments or actions linking their divorce to workplace decisions.
How does losing a job affect my Michigan divorce settlement?
A job loss during divorce directly impacts spousal support and child support calculations under MCL § 552.23 and MCL § 552.602. Michigan courts distinguish between voluntary and involuntary unemployment. An involuntary job loss, such as being fired, typically means support is calculated on actual current income rather than prior earnings. The court may also consider unemployment benefits, severance, and future settlement proceeds.
What is the EEOC complaint process and how long does it take?
The EEOC process begins with a formal charge of discrimination, which must be filed within 300 days of the alleged discriminatory act in Michigan. The EEOC then investigates, typically taking 6 to 18 months. If the EEOC finds reasonable cause, it attempts conciliation. If conciliation fails or the EEOC does not find cause, it issues a right-to-sue letter allowing the employee to file a federal lawsuit within 90 days.
Does Michigan law protect against gender discrimination differently than federal law?
Michigan's Elliott-Larsen Civil Rights Act provides broader protection than federal Title VII in two key ways: it covers employers with just 1 employee (Title VII requires 15), and it explicitly prohibits marital status discrimination, which Title VII does not address. The ELCRA also allows a longer filing window of 3 years compared to the 300-day EEOC deadline. Michigan employees can pursue claims under both laws simultaneously.
Can proceeds from a discrimination lawsuit be divided in a Michigan divorce?
Proceeds from an employment discrimination claim may be subject to equitable distribution under MCL § 552.19 if the claim arose during the marriage. Michigan courts analyze whether the underlying discriminatory acts and the resulting damages occurred before or after the date of separation. Compensation for lost wages during the marriage is more likely to be considered marital property than damages for post-divorce emotional distress.
Michigan residents navigating the intersection of workplace issues and divorce proceedings can use our Michigan divorce resources and connect with an experienced family law attorney in their county through the divorce.law directory.
This article discusses recent news and provides general legal commentary. It does not constitute legal advice. Every case is unique. Consult a qualified family law attorney for advice specific to your situation.