Wales-Walden v. Sean Combs et al

Plaintiff began working as a personal assistant to Kim Porter, Sean Combs’ former partner, in September 2018, assisting with creative projects and childcare for Combs’ twin daughters. Following Porter’s death on November 15, 2018, Combs personally asked Plaintiff to live at his estate at 200 S. Mapleton Drive, Los Angeles, to become a full-time nanny, which she accepted. Plaintiff provided 24/7 care, living in the same bedroom as the twins, performing duties like household chores, meal preparation, and transportation. In August 2020, Plaintiff announced her pregnancy and need for maternity leave, prompting hostility from Combs and his family manager, April Butler, who initiated a campaign to fire her, spreading false rumors of her resignation. Plaintiff protested the retaliation, and Combs promised medical and dental insurance for two years and coverage for pregnancy-related costs. However, Defendants presented a 'transition agreement' that would terminate her employment, which she refused to sign. In January 2021, while eight months pregnant, Plaintiff was fired, allegedly for being pregnant and unmarried, deemed a bad example for Combs’ daughters. Combs refused to honor promised healthcare benefits. Plaintiff was misclassified as a salaried employee, worked overtime without compensation, and was denied required meal and rest periods and accurate wage statements. Defendants’ actions violated California labor laws and constituted discrimination and retaliation based on sex, pregnancy, and maternity leave requests.

Plaintiff seeks general, actual, consequential, and incidental damages for financial losses (e.g., lost wages, benefits, and career opportunities), emotional distress, punitive damages, statutory and civil penalties, restitution, equitable relief, prejudgment interest, attorneys’ fees, expert witness fees, costs of lawsuit, and injunctive relief requiring Defendants to conduct FEHA and CFRA training, refrain from further discriminatory/retaliatory acts, and other relief to prevent unlawful employment practices.

Request for dismissal filed; court has a statutory lien on any recovery of $10,000 or more until waived court fees and costs are satisfied, as per Gov. Code, § 68637. Declaration concerning waived court fees not fully completed in the provided document.