6 buck burritos!!!!!!!!!!!! and you gotta be dressed as superman...

So there I was in line tonight…. Place was a mess, tons of waste food on the counter, etc. A normal busy night at our Chipotle. Then it happened:

I ordered my three crunchy tacos to go. No rice or beans just wanting chicken. I watched the guy take a scoop of chicken and diligently work to make sure no taco got more then 4-5 pieces of chicken. He navigated around the shells with that big spoon using his other hand to make sure I didn’t get overserved. In the process of his efforts, he spilled probably 1/3 to 1/2 of a spoon of chicken onto the counter. That’s when it hit me. The amount of waste at chipotle, to my untrained eyes is insane. What makes it even more crazy is a good portion of that waste is employees actively attempting to not put those ingredients into our tacos / bowls / burritos.

The irony of Chipotle wasting a ton of food, being a drag on their profits, all the while pissing off customers with their stinginess when all they have to do is err on the side of getting whatever ingredients they scooped up into our dinner instead of on the counter or floor would do wonders for the customer experience and it wouldn’t cost them anything.

By the way, I am 1,000% convinced Chipotle has absolutely no idea what their waste rate is any any restaurant. Mine just wipes waste food into a napkin and throws it in a garbage can.

TL/DR: Chipotle creates a ton of waste because employees work hard to not put more ingredients into our food.

We got a corporate visit with TD’s and Jason Kidd tomorrow😭

Guy behind the counter was scooping beans and rice like it was on clearance! Order was white rice, both beans, chicken, 2 salsas, cheese, sour cream, veggies, and lettuce

I had been obsessed with the giveaway. I thought it was hilarious and genuinely wanted this bag more than anything ever. I’ve been putting my name in the daily forum to get an entry a day and I actually won! I never thought it would happen but now I’m gonna have a huge bag to fit idek what yet! 😁

Hi, i just started here October 14th. however i got sick with a fever on wednesday 21st - friday 24th and i had to call out for that friday for vomiting. Flash forward to Monday of this week ( i wasn’t vomiting anymore after friday) while i was clocked in i had to excuse myself to go vomit then they sent me home and told me that this wouldn’t be counted against me. Now currently i’m

vomiting again and showing signs of having viral gastroenteritis or food poisoning. I know i have to call out again today but im afraid i may lose my job what should i do??

So yesterday, I almost crashed out at work for two reasons.
One: Dml had a bunch of orders given to me at one time, I had to wait for the tortilla press to heat up then it wasn’t turned on before I showed up for work. It made me wait an additional 5-7 minutes to make multiple orders.

Two: My Coworkers were being pretty disrespectful about it and said I was going “too slow”. Although Dml is always being stacked with orders at the same time so I’m trying to move as fast as I humanly can with Dml orders. But with the limited space I have on Dml,i had to configure space to make room to do orders and bag orders. My SL didn’t come and help me until minutes after he saw me have multiple Online orders still need to be done.

The thing is My coworkers love to insult me for “sucking” at my job when everyday I try to improve and be faster but coworkers just simply ruin my motivation and treat me like a child. I don’t appreciate being treated like a child or talked to like a child. I walked out multiple times outside to collect my thoughts and calm myself down.

After a 2 skimped burritos in a row I decided I was going to film the next one and to my surprise and delight this is what showed up.

Not aware if this is shared when you set up the fundraiser or not but to anyone wanting to set up a fundraiser in the future. Just thought you should know. If you do not clear, $150 minimum you won't receive any money from the fundraiser.

Hi everyone, I’ve been w/ Chipotle since early July as a cook (mainly closing) and have had virtually 0 issues with coworkers or work environment since then. With the exception of one issue I can’t get past… Our prep team CONSISTENTLY underprepares everything. To the point where it will be 6pm and I am out of cilantro and fajitas with no cut/washed limes for PA and it leaves me drowning mid peak. We’ll also run out of pico, guac, cheese, you name it. And no, we’re not even hitting sales so it’s not like we’re outpacing projections. Like this stuff should be prepped appropriately to where we can have enough stock for the night. I understand that as a G1 I’m supposed to know how to prep all of those as well to compensate in scenarios like those but at the same time it gets to a point where it’s happening every single day and I don’t have the bandwidth to do all those tasks, again, in the middle of peak. And to top it all off, my GM excuses their actions everytime with “they needed to be out on time due to labor” or “they were understaffed”. And don’t get me wrong, my GM is an amazing person and they are on track to be our next FL which I believe is well deserved. But the incompetence from both him and the prep team is absurd. I guess to an extent I just wanted to rant about this to fellow employees but also want to know if this is common? Or is there a way to handle this without getting anyone in trouble? Like I don’t have anything personal against any of the prep team or my GM but it just seems like there’s a mass case of weaponized incompetence in my store from 6am-4pm. Oh and to top it all off, trash is never done in the morning, my BOH floors are always filthy from the AM prep. And every night IM tasked with taking out the prep teams tasks and if it doesn’t get done IM the one that gets shit for it? So it’s genuinely just a massive hindrance to me on multiple levels.

Did anyone else face clear explicit, age discrimination?

There was a group text and there were age related attacks, and the 17yos calling older people retarded because they were working in fast food.

I had to do it for a bit because Hurricane Helene destroyed so many businesses where I live.

The regional manager also dumped used fryer oil into an empty lot repeatedly.

Anderson, SC.

I'm thinking about starring some shit.

Are some of the employees not doing their job correctly or is it something else? 1 of the stores actually doesn't taste right. So I stopped going there and threw away my burrito half-done.

Hosted a school fundraiser at the Chipotle in town and never received the thank you email that was supposed to follow. I do not have the check nor do I know how much we even raised. This is my first time doing a fundraiser here and I'm really disappointed. Has anyone run into the same problem before? I have tried reaching out to their help email but they seem to keep kicking the can down the road. Any insight is appreciated. Thanks

I could've died if I ate this, what the hell happened to the quality control?

Every time I go to Chipotle, I'm baffled that they don't have fresh jalapeños as an optional topping. A little extra heat would complement their flavors perfectly. Do any of you agree, or am I the only one who feels this way?

Help...is it too late for this tortilla press or no??? I don't even know how to tackle so caked on carbon from about 2 years of service from the laziness of past crew not even scrubbing 😭😭😭

I'm a former Chipotle employee from the Orlando, Florida area. I worked at a location in the Dr. Phillips area during 2024, and I want to share what happened during my employment and what followed when I attempted to have my concerns reviewed by corporate.

This isn't a complaint about one bad shift or simply not getting along with management.

It involves workplace complaints, substantial reductions in my scheduled hours, an accusation of sexually inappropriate language that I disputed, a recorded conversation involving management and a purported witness, the eventual end of my employment, and an investigation whose conclusions I have been trying to understand.

I've preserved a recording from June 2024, relevant scheduling documentation, and extensive correspondence with Chipotle's corporate departments.

I'm omitting individual employees' names and identifying information in accordance with this community's rules. I'm also distinguishing what I personally experienced and documented from what I believe may have occurred.

1. June 2024: Workplace concerns and reduced hours

During June 2024, I raised concerns involving the restaurant's General Manager. Those concerns were also brought to the attention of an Area Manager.

Around June 24–25, my scheduled working hours were substantially reduced.

The timing concerned me because of the complaints I had raised, and I wanted to understand why my schedule had changed.

On June 28, 2024, I participated in a discussion with the General Manager and an Apprentice concerning the reduction in my hours.

That conversation became considerably more serious than a scheduling discussion.

2. The accusation and the purported witness

During the June 28 discussion, the General Manager accused me of making a sexually explicit statement concerning management.

I denied making that statement and requested evidence supporting the accusation.

Another employee was brought into the conversation in connection with the allegation.

This is where the situation became particularly concerning.

According to the recording I preserved, the employee indicated that she had not personally heard me make the alleged statement. Instead, she indicated that she had heard about it from the General Manager.

In other words, the person presented in connection with the accusation did not claim firsthand knowledge of me making the statement.

That distinction matters.

There is a substantial difference between a witness personally hearing an alleged statement and a witness repeating something that management told them.

I was concerned not only about the accusation itself, but about the reliability of the information being used to support it.

I preserved an approximately four-minute-and-forty-second recording of this discussion.

My account of the meeting is therefore not based solely on my memory more than two years later.

I subsequently submitted the recording to Chipotle during its 2026 review.

3. My hours were restored, then reduced again

Following the June 28 confrontation, my scheduled hours were temporarily restored.

However, later in 2024, I experienced another substantial reduction in working hours.

This occurred around the period when I questioned why I did not have my own point-of-sale login information or card.

When I attempted to obtain an explanation, I recall being told words to the effect of:

"You know the reason. We don't have to tell you. You are not getting the legal department."

I considered that response troubling, particularly given the earlier disagreement concerning my schedule and the accusation made against me.

My employment subsequently ended around late September or October 2024.

I dispute the circumstances surrounding that separation and have questioned whether the earlier complaints and subsequent employment decisions were connected.

I am not claiming that the timing alone conclusively proves retaliation. That is one of the issues I wanted Chipotle to investigate.

4. Pursuing the matter through Chipotle corporate

In 2026, I continued pursuing these concerns through Chipotle's workplace reporting and investigation channels.

I provided documentation and raised questions about the conduct I experienced in 2024.

My submissions included the contemporaneous June 28 recording and information concerning the scheduling changes.

On July 21, 2026, Chipotle informed me that it was unable to substantiate my concerns.

That conclusion raised a number of questions.

What exactly had been investigated?

Had the complete recording been reviewed?

Had investigators considered what the purported witness actually said?

Had scheduling records been examined?

Had management's explanation for reducing my hours been evaluated?

And had the circumstances surrounding the end of my employment been investigated in connection with my earlier complaints?

I understand that an investigation can conclude that misconduct has not been substantiated, even when some underlying events are undisputed.

But the phrase "unable to substantiate" does not, by itself, explain whether an event was found not to have occurred, whether the evidence was inconclusive, whether the conduct did not violate company policy, or whether the allegation was outside the investigation's scope.

Those are meaningful distinctions.

I asked Chipotle for clarification.

5. Further corporate correspondence

On June 29, 2026, I received written instructions from a corporate representative concerning the submission of additional evidence and potential reassignment of my complaint to another analyst.

On July 7, a representative of Chipotle's Respectful Workplace team confirmed that my concerns had been received and would be reviewed.

On July 21, I received the determination that my concerns could not be substantiated.

I subsequently sought a clearer explanation of the investigation and its findings.

On August 11, Chipotle's Ethics & Compliance team informed me that Respectful Workplace would look into my concerns and reach out as appropriate.

Nevertheless, the questions I had raised about the evidence and the July 21 determination remained unresolved.

6. September and October 2026: Formal requests and further escalation

On September 2, 2026, I submitted a formal written request seeking an explanation of the investigation's findings and preservation of relevant records.

My request included specific questions concerning:

Whether the full June 28 recording was reviewed.

Whether the investigator accepted the recording as relevant evidence.

Whether the purported witness's recorded statement was considered.

Whether the initial and subsequent reductions in my scheduled hours were investigated.

Whether relevant managers and witnesses were interviewed.

Whether Chipotle reviewed scheduling and employment records.

Whether the circumstances surrounding my eventual separation were evaluated.

Which allegations were substantiated, unsubstantiated, inconclusive, or otherwise outside the review's scope.

I did not demand confidential personnel records concerning other employees.

I requested an explanation of how the company evaluated my own complaint.

On September 17, having received neither a substantive response nor an acknowledgement to my September 2 formal request, I sent a notice documenting that lack of response.

On September 22, I submitted an additional report through Chipotle's AllVoices reporting system and received confirmation that my feedback had been forwarded to the company.

On October 5, I assembled and submitted a consolidated 24-page corporate escalation packet containing the relevant chronology, formal requests, correspondence, and supporting documentation.

The original recording was separately identified as evidence.

Despite these efforts, I have not received the substantive written explanation I have been requesting.

7. Why the investigative conclusion matters

I want to emphasize something here.

I'm not arguing that the mere existence of an audio recording automatically proves every allegation I raised.

Nor am I suggesting that an employer is necessarily required to disclose every confidential investigative document.

My concern is that there are specific, documented events and statements whose treatment in Chipotle's investigation remains unclear to me.

The recording preserves a confrontation involving an accusation, my denial, my request for evidence, and the response of a person brought into that discussion.

The scheduling documentation provides a record of the employment decisions I questioned.

The corporate correspondence documents my attempts to obtain clarification.

These are concrete issues that I believe warrant meaningful consideration.

Yet I still cannot tell from the explanation I received which facts Chipotle accepted, which it disputed, and how it reconciled the evidence when reaching its determination.

That is the central issue behind my continued requests.

8. What I am asking for

I am asking Chipotle to provide a substantive written explanation, to the extent permitted by legitimate confidentiality requirements, of how my complaint was evaluated.

I want to know whether the recording was reviewed in full, whether the scheduling evidence was considered, what allegations were actually examined, and whether the July 21 determination remains the company's final position.

If Chipotle maintains that it was unable to substantiate my concerns, I want to understand the factual basis for that conclusion as it relates to my complaint.

If the company declines to provide further explanation, I would prefer it state that clearly rather than leaving repeated requests unresolved.

9. Why I'm sharing this

I'm sharing my experience because I believe employees should be able to raise workplace concerns and expect those concerns to be evaluated fairly.

A corporate reporting process should be more than a place where complaints are submitted and eventually assigned a conclusion.

It should be a process that employees can have reasonable confidence in.

I recognize that others may have had very different experiences working for Chipotle. I also recognize that my account reflects my own experience, supported by the materials I have retained, rather than a judicial or independent finding of wrongdoing.

However, I believe the documented discrepancies, the employment decisions I questioned, and the continuing lack of substantive clarification warrant public discussion.

I have preserved the relevant records and am willing to have my account independently examined.

I'm interested in hearing from other current or former employees about their experiences with Chipotle's Respectful Workplace, Ethics & Compliance, or other internal reporting channels.

Have you ever submitted a workplace complaint and received an "unable to substantiate" conclusion? If so, were you given any explanation about what was investigated or how the evidence was evaluated?

I would appreciate a constructive discussion about how those processes work in practice.

I'm not asking anyone to contact or confront individual employees. My concern is with the workplace decisions I experienced and Chipotle's corporate handling of the complaint.

I remain willing to consider a substantive written response from Chipotle addressing the questions I have raised.

I ordered a veggie bowl through the app yesterday. White rice, black beans, fajita veggies, corn, mild salsa, lettuce, and guac.

The guac is kind of the whole reason I get the veggie bowl. There's no meat or sofritas, and Chipotle specifically includes guac with the veggie entree.

Picked up my bag, got to my car, opened it, and there was no guac.

Went back inside and asked about it. The employee told me they had run out earlier. She was nice about it and offered me some extra toppings, but I already had the ones I wanted. She said I'd need to contact support about the online order.

I wasn't mad at her. Honestly, she looked like she'd already had this conversation with a few people.

So I contacted support and got offered a credit for a future visit.

Here's what bothers me: If I had ordered in person and they'd said they were out of guac, I could've changed my order or gone somewhere else. Instead, the app took my money for a veggie entree, the kitchen made it without one of its main ingredients, and the person at pickup got stuck apologizing for it.

Running out of food happens. I get that.

But shouldn't the app either show that something is unavailable or ask whether I still want the order before charging me?

I'm genuinely curious whether employees can actually mark ingredients as unavailable for online orders, or if that's something the store has no control over.

I was walking out after getting my burrito, getting to the exit involved walking through another area of the dining section at my location. I walked past 3 tables that had rice, beans and lettuce ALL over the place. I’m not even saying a few grains of rice, I mean covered in food to where your average person would avoid sitting there as it would need to be wiped down. A hyperactive dog would have left the table cleaner. Are some of y’all just so out of touch to where not only do you not know how to eat cleanly, but you lack the ability to clean up after yourself?

I feel for those who work in the food service because you’re literally cleaning up after adult sized toddlers.

Our Hobart has been broken for ~3 weeks. They’ve called the company twice, and when they came, they claimed it was fixed. It was never actually fixed and yet our store still gets charged for it. As someone who’s never cleaned dishes without the hobart (huge washing machine for those who don’t work here), what are some tips and tricks for getting dish done on time

Our store averages like 18k sales all while also being the cheapest in the US so we are pretty busy

I have this impending feeling of doom when it comes to the deal for Halloween. I've been working for about 2 months so I've never seen the line for this deal but I've heard the rumors and they scare me so bad 😭.

I'm working cash so I'll be the one redeeming all of the rewards and I KNOW a customer is going to want quac,queso,cl sauce, and double meat for $6 and that's not how the deal is. Then I would have to explain it to them and hold up the line.

Additionally, you'll have people come in and say "oh im dressed myself" and I'm gunna say no because that's not a costume.

We also just got a new GM for the store after not having one when I started (I could be wrong tho I'm not sure of a lot of peoples specific positions) and on the first day he sat in the back and didn't really help out until asked to.

I NEED ADVICE ON WHAT I SHOULD LOOK OUT FOR OR WHAT TO DO.

I'm planning on pampering myself for the rest of the week because I work Friday(midday), Saturday (midday), and Sunday(opening). Im also a college student so I'm always doing something and planning on bringing brownies in for my coworker as a moral boost🥲.