Crumbl — Restaurant in Phoenix

To Miss Kathy - The menu online is from 3 years ago. Please at least update the online site with more examples of CURRENT cookie flavors offered over the current and previous months in 2025. Not a 3 year old menu. Photos posted by of each month's offerings would be great. I realize you may be extremely busy, but no information = less than optional customer reach and their choices. It also may indicate you are satisfied with your business and do not wish additional growth at this tome, or it may indicate lack of customer care/service. At your current prices, this is poor customer service by any standard. I suggest you peruse some online profiles on Google for your exact type of business in the Dallas, TX area. Examples: Tiffany Treats, Fluelken Cupcakes, Kokopelli Bakery to start.

I realize my comments, especially the next one may exclude me from your establishment, but I feel I must comment. Particularly your comment to Aaron who was concerned about employees safety, heat related illness, and the associated regulations regarding this critical issue. As an owner you must know and understand the regulations in place to protect your employees. You may have been in violation of OSHA and ADOSH regulations. Here is a summary for working in hot kitchens when the air conditioning is not functioning or "out".

OSHA has the General Duty Clause. Simply put employers must provide workers with a safe workplace free of known (recognized) hazards that are likely to cause death or serious physical harm. This includes heat stress.

ADOSH Regulations for hot kitchen environments when AC is not working The Arizona Division of Occupational Safety and Health (ADOSH) prioritizes worker safety, particularly concerning heat-related illnesses. In hot kitchen environments where air conditioning may not be working, ADOSH mandates that employers take specific steps to protect their employees. Here's a breakdown of the key regulations: Temperature thresholds and mitigation When temperatures exceed 82°F, employers must monitor indoor temperatures to prevent heat-related illnesses. When temperatures in the work area exceed 90°F, employers must provide shaded or climate-controlled areas with ventilation or cooling. This requirement also applies when temperatures exceed 100°F. Employers must allow paid cool-down rest periods in shaded or climate-controlled areas and cannot order employees back to work until heat illness signs/symptoms subside, with a minimum of five minutes in addition to travel time to the cool-down area. Other employer responsibilities Provide cool-down areas, including shaded or air-conditioned spaces. Ensure access to cool, potable drinking water and encourage frequent consumption. Acclimatize new workers to hot conditions, potentially using guidelines like the "Rule of 20 percent". Provide training on heat exposure risks, prevention, and first aid. Monitor temperatures and implement a heat stress plan when temperatures exceed 80°F. Establish emergency procedures for heat-related illnesses.

Employees may: within 30 days if you believe you have been discriminated against for making safety complaints or exercising your rights. ADOSH Important note While OSHA recommends temperatures between 68-76°F, it does not mandate air conditioning. However, employers must protect workers from temperature extremes, and ADOSH regulations require mitigating heat stress at higher temperatures. If you believe your workplace is too hot or unsafe due to lack of AC, consider reporting it to your employer or filing a complaint. ADOSH Penalties Civil, Criminal, Failure to Abate. Look them up. Ask your Workers Compensation Indurance provider for assistance to come...

I recently had an unfortunate experience when attempting to purchase some cookies at Crumbl. As much as I appreciate their tasty treats, I found myself unable to navigate the premises due to the presence of a homeless individual occupying the area. It was disheartening to encounter such a barrier when all I wanted was a simple purchase.

When I approached a staff member and kindly asked if they could request the person to leave, I was taken aback by their response. The staff member stated that the individual was not bothering anyone and had permission to be there. While I understand the importance of empathy and compassion towards those in need, I couldn't help but feel disappointed that the establishment allowed this situation to persist.

As a customer, I believe it is crucial for businesses to strike a balance between inclusivity and ensuring a pleasant environment for all patrons. Stepping over a homeless person each time I want to buy cookies is neither convenient nor comfortable. It's disheartening to feel that my desire to support local businesses is hindered by such encounters.

I hope that Crumbl reevaluates their approach to managing such situations. While I appreciate their intention to help those in need, it should not come at the expense of customer comfort and convenience. Finding a solution that allows for inclusivity while also maintaining a pleasant and accessible environment should be a priority.

As much as I enjoy the cookies offered by Crumbl, I am hesitant to continue frequenting the establishment if the issue persists. I sincerely hope that future visits will not be impeded by similar circumstances, and that I can once again enjoy their treats without the discomfort caused by homeless encounters.

Note: I encourage Crumbl to consider alternative solutions that ensure the comfort of all customers while addressing the needs of homeless individuals in a respectful and...

Last night, I visited the establishment to place an order and was immediately struck by the excessive heat. Upon inquiry, I was informed that the air conditioning system was non-functional, with the internal temperature exceeding ninety-five degrees Fahrenheit. The staff indicated that their manager, Kathy, had instructed them to remain hydrated and continue working, citing a harmful temperature threshold of 105 degrees Fahrenheit. I would be interested in observing Ms. Kathy's ability to perform her duties under these conditions. I contacted the establishment again today to inquire about the status of the air conditioning, and was informed that the issue remained unresolved. While I am uncertain of the specific labor laws applicable in this situation, I believe that it is unreasonable to expect employees to work indoors without proper air ventilation. The young staff members are demonstrating commendable dedication, and I commend their efforts. However, I believe they should consider ceasing operations and returning home. I have attempted to contact Ms. Kathy on multiple occasions, leaving several messages, but have yet to receive a response. I was informed that she does not typically visit the location. Perhaps a site visit would be beneficial to assess the working conditions firsthand. It appears that she is requiring her staff to work in an unacceptable...