08/09/2026
From TikTok.com/Andrea Roberts
maromacoastal bigdill.hospitality Omar Flores
In this video, your manager approaches saying that a group needs to leave because she can smell ma*****na. She did not identify any visible impairment, disruptive behavior, or other conduct that would justify treating them as though they had done something wrong. Instead, later in the video, she again says that she can smell ma*****na and states that she will not serve any more alcoholic beverages. She also says, “I’m making a judgment call based on my TABC license.” That explanation needs to be addressed because businesses get licensed, not individuals. What did she mean by that?
The diners were first told to leave because of an alleged smell she claimed she took note of when they entered, yet allowed the group inside to be seated and served (as the camera pans, there appear to be glasses of water and a dish of food on the table) and only afterward was the refusal of further alcohol service stated.
What made this even worse was the manager’s response after the diners became understandably upset at being publicly accused and embarrassed in front of a nearby table. Rather than acknowledge the harm caused by the accusation, she told one of the women to lower her voice because, “I’m talking to you calmly.” Calmness does not make an accusation less humiliating, and a controlled tone does not erase the harm of being singled out and treated as though you are dishonest or criminal. Black and African American people are constantly expected to remain quiet, polite, and emotionally restrained while experiencing discrimination. Then, when they express hurt, anger, or frustration, the focus gets shifted from what was done to them to how they reacted. That is what has happened here. The issue is not that a diner raised her voice after being accused. The issue is that Black diners were singled out, publicly stigmatized, and told to leave based on an allegation they denied.
I am asking Maroma Coastal and Big Dill Hospitality to take this seriously, preserve all video and staff records, conduct a REAL investigation, and explain what accountability and corrective action will
