May 10, 2017

YIKES: Diddy’s Former Chef Suing for Sexual Harassment & Wrongful Termination!

YIKES: Diddy’s Former Chef Suing for Sexual Harassment & Wrongful Termination!

Photo Credit: Kevin Mazur – Getty Images

Welp, the lawsuits seem to be flying left and right these days; this time Sean “Diddy” Combs is getting sued by his former Chef Cindy Rueda for wrongful termination and sexual harassment.

Rueda claims that Diddy would make her serve him meals post-sex, and would not cover his privates when she entered the room. 

She also stated that one of his nude friends approached her in the kitchen and asked her to take a look at his genitals.

Diddy’s rep tells TMZ that the allegations are false, and “This is  a frivolous lawsuit by a disgruntled ex-employee who was fired for cause.” 

Take a look at the report via below:

“The chef says she started working for Combs in 2015 and regularly worked from 9 a.m. to midnight or later without being paid overtime — and was regularly asked to serve food for her boss and his friends “immediately following sexual activity.”

Rueda claims she served Combs a “post-coital meal” while he was naked and he asked her if she liked his body. One of his friends, she says, came into the kitchen naked and asked her to “look at and admire his genitals.”

She says she routinely complained about her working conditions to Combs’ estate director Stacy Friend and was “lured into a situation where she could be accused of theft and ultimately terminated.”

Iris, Combs’ executive housekeeper, regularly “salvaged” discarded items in the house, according to the complaint, and offered Rueda a watch she says was found in the trash. The chef took it.

“In the days following, Plaintiff was accused of theft and told that she would not be prosecuted if she returned the watch and signed a waiver of all rights and claims against Defendants,” writes attorney James Blancarte in the complaint, noting that his client returned the watch but refused to sign the waiver.

She’s seeking damages for unpaid wages and overtime, plus punitive damages and an injunction to prevent future employees from being inaccurately classified as exempt.”