By Patricia Jones The David Figueroa Comcast lawsuit accuses the telecommunications company of allowing an alleged workplace practice in which poorly performing retail employees were tied to a chair and struck in the face with cream pies. Figueroa, a former Comcast retail sales consultant, claims the incidents created such an intimidating and hostile environment that he felt forced to resign.
The complaint was filed on July 9, 2026, in Connecticut Superior Court, Judicial District of New Haven at Meriden. The defendant is Comcast Cable Communications Management LLC, doing business as Comcast/Xfinity. The case has a return date of August 18, 2026.
The allegations have not been proved in court. Comcast disputes the claims and says it intends to defend itself through the legal process.
What Does David Figueroa Allege?
According to the complaint, Comcast hired Figueroa as a retail sales consultant on or around February 2, 2026. He worked at an Xfinity retail store located at 248 New Britain Avenue in Plainville, Connecticut.
Figueroa says his responsibilities included interacting with customers and selling Comcast services. His direct supervisor was store manager Sully Fuentes Peterson, while Maranda Cody allegedly served as the regional manager responsible for supervising the store manager.
The complaint alleges that Figueroa was not informed before accepting the job that employees who failed to meet certain performance goals could be subjected to humiliating treatment by their co-workers.
Alleged Cream-Pie Punishment for Low Sales
Figueroa claims the store maintained a monthly ranking system for its retail sales staff. According to the lawsuit, the highest-ranked salesperson from the previous month was directed to tie the lowest-ranked salesperson to a chair in the back office and smash a cream pie into that employee’s face.
The complaint includes a photograph of a workplace chart that allegedly identified employees who had recently received the punishment or were scheduled to receive it. Figueroa claims the alleged incidents were carried out in front of co-workers and recorded on mobile phones.
He argues that the practice was intended to pressure employees to increase sales and improve customer-survey results. The complaint describes the conduct as physical assault, although whether the alleged incidents legally qualify as assault will be decided through the court process.
Incidents Involving Two Co-Workers
Figueroa says he personally witnessed and recorded one alleged incident on February 25, 2026. A co-worker identified in the complaint only as “Ty” was allegedly tied to a chair and struck in the face with a pie by an employee who had achieved better sales results.
The lawsuit claims Peterson was present, ordered the incident and also recorded it. Figueroa further alleges that another employee, an assistant sales manager identified as “Jania,” received similar treatment after getting a poor customer-survey score. Figueroa did not witness that event directly but says he viewed a recording on another employee’s phone.
The complaint does not say that Figueroa himself was tied to a chair or hit with a pie. His claims are based principally on witnessing the alleged conduct, fearing that he could face similar treatment and experiencing what he describes as a hostile workplace.
Why Did Figueroa Resign?
Figueroa resigned on February 27, 2026, less than a month after he was hired.
He claims he contacted regional manager Maranda Cody and explained that he was uncomfortable continuing to work at the store because of the alleged treatment of employees who missed performance targets. Cody reportedly asked him to send a text message documenting his concerns.
The complaint says Figueroa sent a message mentioning employees being tied to a chair and physically “pied” in the face. He alleges that Cody did not respond to his complaint before he resigned.
Figueroa characterises his resignation as a constructive discharge. Constructive discharge generally refers to a situation in which working conditions allegedly become so intolerable that a reasonable employee would feel compelled to leave.
What Legal Claims Were Filed?
The lawsuit contains two principal counts: constructive discharge and negligent supervision.
Under the constructive-discharge claim, Figueroa argues that Comcast, acting through its managers and employees, intentionally created or permitted an intimidating and offensive workplace.
The negligent-supervision count alleges that Comcast should have known about the store management’s conduct and failed to properly supervise employees responsible for the alleged incidents.
What Compensation Is Figueroa Seeking?
Figueroa is seeking compensatory damages for alleged economic losses, emotional distress, embarrassment, loss of employment benefits and harm to his enjoyment of life and reputation. He also requests back pay, front pay, future economic losses and common-law punitive damages connected with the constructive-discharge count.
The complaint does not identify a precise total payout. A separate filing states only that the amount demanded is greater than $15,000, excluding interest and legal costs.
How Has Comcast Responded?
Comcast said it has no tolerance for harassment, humiliation or conduct that compromises a respectful and safe workplace. However, the company disputes the complaint’s claims and its description of the alleged events and says it will respond through the legal process.
The David Figueroa Comcast lawsuit remains at an early stage. There has been no settlement, trial or ruling establishing that Comcast or its employees acted unlawfully. The outcome will depend on evidence such as workplace videos, text messages, employee testimony, company policies and management records.