How Crumbl Violated Child Labor Laws In 6 States – Chowhound

Report on Labor Law Violations at Crumbl and Alignment with Sustainable Development Goals (SDGs)

Introduction: Corporate Practices vs. Global Standards

An investigation into the operational practices of the company Crumbl has revealed significant deviations from national labor laws and international standards for ethical employment, particularly concerning the Sustainable Development Goals (SDGs). In December 2022, the U.S. Department of Labor identified multiple child labor law violations, highlighting a direct conflict with SDG 8, which promotes decent work and economic growth.

Findings of the U.S. Department of Labor Investigation

The federal investigation uncovered systemic issues across several states, indicating a failure to uphold principles of responsible corporate conduct as outlined in the SDGs. The findings directly contravene the objectives of ensuring safe and secure working environments for all.

• Affected Parties: 46 minor employees were identified as working under illegal conditions.
• Geographic Scope: The violations occurred at 11 franchise locations across six states: California, Minnesota, New Hampshire, Tennessee, Utah, and Washington.
• Financial Penalty: A fine of $57,854 was imposed on the franchisees for these violations.

Violations in the Context of SDG 8: Decent Work and Economic Growth

The specific infractions committed by Crumbl represent a severe breach of SDG Target 8.7, which calls for the immediate elimination of the worst forms of child labor, and Target 8.8, which aims to protect labor rights and promote safe working environments.

1. Illegal Working Hours: Employees as young as 14 were found to be working more hours than legally permitted for their age group. This practice inhibits educational opportunities and personal development, key components of sustainable growth.
2. Exposure to Hazardous Conditions: Minors were assigned tasks involving dangerous machinery and industrial ovens. This is a direct violation of laws designed to protect young workers and a failure to meet the “safe and secure working environments” standard of SDG Target 8.8.

Corporate Response and Subsequent Actions

In response to the legal action, which reflects the function of strong institutions under SDG 16 (Peace, Justice and Strong Institutions), Crumbl issued a public apology and pledged corrective measures. However, the company’s subsequent actions have focused primarily on rebranding and market repositioning rather than transparently addressing labor conditions.

• Rebranding Efforts: In November 2023, the company rebranded from “Crumbl Cookies” to “Crumbl” and expanded its menu. While a valid business strategy, this does not directly address the core labor issues.
• Unverified Reforms: It remains unclear if substantive changes to working conditions and management practices have been implemented. Allegations from former employees regarding poor training, inadequate management, and a disregard for workplace safety persist.
• Policy Adjustment: The company’s website now states a minimum hiring age of 16, suggesting a procedural change to prevent the hiring of younger teens. This is a step toward compliance but does not resolve the broader concerns about workplace safety and culture.

Conclusion: A Call for Greater Corporate Responsibility

The case of Crumbl underscores the critical importance of corporate alignment with the Sustainable Development Goals. The child labor violations are a clear failure to uphold the principles of SDG 8. While the company has made superficial changes and adjusted its hiring policy, ongoing reports of poor working conditions suggest that a deeper commitment to SDG 12 (Responsible Consumption and Production) and the protection of labor rights is required to ensure ethical and sustainable operations.

Sustainable Development Goals (SDGs) Analysis

1. Which SDGs are addressed or connected to the issues highlighted in the article?

1. SDG 8: Decent Work and Economic Growth
   • The article’s central theme is the violation of child labor laws by Crumbl Cookies. This directly relates to the principles of decent work, which include the abolition of child labor and the provision of safe working environments. The article details how the company employed minors in hazardous conditions, a clear contravention of this goal.
2. SDG 10: Reduced Inequalities
   • This goal is relevant as child labor laws are designed to protect a vulnerable group—minors—from exploitation. By violating these laws, Crumbl contributed to inequalities by exposing young workers to risks and conditions that adults are legally protected from. The enforcement of these laws, as discussed in the article, is a measure to reduce such inequalities.
3. SDG 16: Peace, Justice and Strong Institutions
   • The article highlights the role of a key institution, the U.S. Department of Labor, in enforcing laws and holding a corporation accountable. The investigation, findings of violations, and the subsequent fine of $57,854 demonstrate the functioning of a strong institution to uphold justice and the rule of law, which is a core aspect of SDG 16.

2. What specific targets under those SDGs can be identified based on the article’s content?

1. Target 8.7: End child labour in all its forms by 2025.
   • The article directly addresses this target by reporting on Crumbl’s violation of child labor laws. The employment of “workers as young as 14 years old” for longer hours than legally permitted and in hazardous roles is a clear instance of child labor that this target aims to eliminate.
2. Target 8.8: Protect labour rights and promote safe and secure working environments for all workers.
   • This target is identified through the description of the working conditions at Crumbl. The article states that the work “involves operating dangerous machinery and ovens” and that it is “illegal for children that young to be employed in an environment considered hazardous.” Furthermore, former employees’ accusations of “burns from the ovens are met with little concern from bosses” point to a failure to provide a safe and secure working environment.
3. Target 10.3: Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory laws, policies and practices and promoting appropriate legislation, policies and action in this regard.
   • The enforcement of child labor laws by the U.S. Department of Labor is a direct example of a policy action aimed at ensuring that minors (a vulnerable group) are not exploited, thereby promoting equal opportunity for safe development and well-being.
4. Target 16.3: Promote the rule of law at the national and international levels and ensure equal access to justice for all.
   • The investigation and fining of Crumbl by the U.S. Department of Labor is a practical application of the rule of law. The article’s mention of the legal violations and the resulting financial penalty shows the system of justice being applied to a corporate entity.

3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?

1. Indicator for Target 8.7: Number and age of children engaged in child labor.
   • The article provides specific data points that serve as indicators. It mentions that the violations involved “46 young workers” and specifies the age group by stating “workers as young as 14 years old.” These numbers can be used to measure the extent of the child labor problem within the company.
2. Indicator for Target 8.8: Prevalence of hazardous working conditions and occupational injuries.
   • While not providing a statistical rate of injury, the article implies this indicator by describing the work environment as hazardous due to “dangerous machinery and ovens.” The mention of “burns from the ovens” serves as an anecdotal indicator of non-fatal occupational injuries occurring in the workplace.
3. Indicator for Target 16.3: Number of violations and enforcement actions.
   • The article provides concrete numbers that can be used as indicators of legal enforcement. It states that violations were found at “11 locations” and that the Department of Labor “fined Crumbl $57,854.” These figures quantify the extent of the legal breach and the corresponding institutional response.

4. Summary Table of Findings

Source: chowhound.com