Craft Beer Attorney

Craft Beer Attorney Founded in 2009, we are a San Diego, California-based law firm dedicated to the legal needs of the cr

So Your Brewery Wants to Expand Its Portfolio?Welcome back! Yesterday we covered who uses a Type 02 Winegrower License. ...
06/23/2026

So Your Brewery Wants to Expand Its Portfolio?

Welcome back! Yesterday we covered who uses a Type 02 Winegrower License. Today we’re talking about why a brewery might care.

At first glance, the Type 02 looks like a winery license.

And it is.

But it’s also the license that shows up when breweries start asking questions like:

“What would it take to make cider?”

“Could we release a mead?”

“What about sake?”

For breweries looking to expand beyond beer, the Type 02 can open the door to products that California classifies as wine.

That’s where things get interesting—and a little more complex.

What starts as product development questions quickly turns into compliance questions:

🔹️Can beer and wine be produced in the same facility?

🔹️What federal permits are required?

🔹️Which products require formulas or label approvals?

🔹️How do excise taxes shift across categories?

🔹️What happens to tasting room privileges?

🔹️What additional records become necessary?

🔹️Can equipment be shared between operations?

In other words, the conversation often starts with: “We’d like to make a cider.”

It usually ends somewhere closer to licensing strategy.

For some breweries, adding a Type 02 is a natural next step. For others, it raises operational and compliance considerations worth sorting through first.

The good news? Those questions are almost always easier to answer before tanks are ordered and labels are printed.

Thinking about expanding beyond beer?

We’re happy to talk through the options. Send us an email -- [email protected]

Attorney Advertising: For educational purposes only — Does not constitute legal advice.

Type 02 Winegrowers License: It's Not Just for WineriesWe're breaking down California's Type 02 Winegrower License over ...
06/22/2026

Type 02 Winegrowers License: It's Not Just for Wineries

We're breaking down California's Type 02 Winegrower License over the next few days. Each post will cover a different piece of the puzzle: who needs the license, what it allows, federal requirements, and finally, the full picture.

Today's question: who actually needs a Type 02?
Despite the name, the Type 02 Winegrower License isn't limited to grape wineries.

California's definition of wine covers a surprisingly broad range of fermented beverages. As a result, the Type 02 is commonly used by:
🔹️Wineries
🔹️Cideries
🔹️Meaderies
🔹️Sake producers
🔹️Makgeolli producers

And in some circumstances, Type 02 holders may also produce brandy under additional federal and state approvals.

One of the most common licensing mistakes we see is assuming a product's marketing category determines its regulatory category. Regulators care less about what a product is called and more about how it's made and how it's classified under the law.

Before signing a lease, buying equipment, or submitting applications, it's worth confirming that your product fits the license you plan to obtain.

Questions about licensing for your beverage project?
Email us at [email protected]

Attorney Advertising: For educational purposes only — Does not constitute legal advice.

Juneteenth commemorates June 19, 1865, when the last enslaved people in the United States were informed of their freedom...
06/19/2026

Juneteenth commemorates June 19, 1865, when the last enslaved people in the United States were informed of their freedom—more than two years after the Emancipation Proclamation was issued.

It is a day to reflect on an important chapter in American history, to honor resilience and progress, and to recognize the ongoing pursuit of liberty and equality.

Whether through community gatherings, supporting Black-owned businesses, or taking time to learn more about the history of Juneteenth, the day offers an opportunity for reflection and connection.

Wishing everyone a meaningful Juneteenth.

Attorney Advertising: For educational purposes only — Does not constitute legal advice.

Workplace Violence Prevention Plans: Summer Compliance Check-InAs summer approaches, California employers should be revi...
06/17/2026

Workplace Violence Prevention Plans: Summer Compliance Check-In

As summer approaches, California employers should be revisiting their workplace violence prevention obligations under Labor Code section 6401.9.

For many employers, that means two items are now coming due: an annual review of the workplace violence prevention plan and annual training.

Under the law, employers must review their plan at least annually, after a workplace violence incident, and whenever a deficiency becomes apparent. Because the requirement took effect July 1, 2024, many businesses are now approaching their second annual cycle.

At a minimum, the annual review should confirm:

🔸️The violent incident log is being maintained

🔸️Reporting channels remain clear and accessible

🔸️Emergency and response procedures work in practice

🔸️Employee involvement procedures are functioning as intended

🔸️Investigation and communication processes are being followed

🔸️Prior incidents (if any) have been reviewed for improvements

Employers should also confirm the plan still reflects current operations, including responsible parties and reporting procedures.

Separate from the review requirement, employers must also provide annual training covering workplace violence hazards specific to the job, methods to reduce risk of physical harm, and how to report incidents internally or to law enforcement.

Cal/OSHA has also issued a revised draft regulation (April 23, 2026) that could expand and update these requirements, including broader coverage and additional training and recordkeeping rules. For now, however, current obligations remain governed by Labor
Code section 6401.9.

Employers who have not yet calendared annual review and training dates may want to do so now, especially if their initial rollout occurred in 2024 or if they never established a policy at all.

Questions about compliance, workplace safety policies, or need help getting one in place? Email us at [email protected]

Attorney Advertising: For educational purposes only — Does not constitute legal advice.

Brewery Employers: Know Your Family Leave ObligationsRunning a brewery means managing more than production schedules and...
06/16/2026

Brewery Employers: Know Your Family Leave Obligations

Running a brewery means managing more than production schedules and inventory. It also means understanding the employment laws that apply as your team grows.

A few California leave laws worth keeping on your radar:

California Family Rights Act (CFRA)
Employers with 5 or more employees may be required to provide up to 12 weeks of job-protected leave for reasons such as bonding with a new child or caring for a family member with a serious health condition.

Paid Family Leave (PFL)
California's Paid Family Leave program provides eligible employees with partial wage replacement benefits through the state. While employers do not fund these benefits directly, they may have notice and policy obligations when employees take leave.

Pregnancy Disability Leave (PDL)
Separate from CFRA, Pregnancy Disability Leave may provide up to four months of job-protected leave for employees disabled by pregnancy, childbirth, or related medical conditions. PDL can apply even when CFRA does not.

CFRA and FMLA Are Not Identical
Although they often overlap, they are not interchangeable. Coverage thresholds, qualifying reasons, and family member definitions can differ, making it important to evaluate leave requests under both laws when applicable.

As with many employment law issues, compliance often comes down to policies, documentation, and knowing which rules apply before a request lands on your desk.

Questions about leave policies, employee handbooks, or California employment compliance?
Email us at [email protected].

Attorney Advertising: For educational purposes only — Does not constitute legal advice.

Everything is bright.The flowers are fresh.Everyone is smiling a little too hard. 🌼And still, someone is grieving.That’s...
06/14/2026

Everything is bright.
The flowers are fresh.
Everyone is smiling a little too hard. 🌼

And still, someone is grieving.

That’s the unsettling thing about certain daylight rituals:
The discomfort isn’t hidden.
It’s simply carried forward like the celebration matters more.

Workplaces sometimes do the same thing.
An employee loses a parent, spouse, sibling, child, grandparent, or another qualifying family member… and almost immediately the questions begin:

“Can you still cover Saturday?”
“How soon can you come back?”
“We’re really short staffed.”

The flower-crown version of pressure is still pressure.

Under California law, eligible employees of covered employers may be entitled to protected bereavement leave following the death of a qualifying family member. Grief is not a scheduling inconvenience, and employees should not be made to feel punished for taking protected bereavement leave.

Because the bear isn’t the grief.
It’s the ritual of expecting people to smile through it.

The real compliance horror is creating a workplace culture where employees feel pressured to return before they’re ready simply to keep operations running smoothly.

If you have questions about California bereavement leave requirements, or if your employee handbook and leave policies could use a review, send us an email at [email protected]. We can help make sure your policies support both compliance and your team when difficult situations arise.

Attorney Advertising: For educational purposes only — does not constitute legal advice.

Compliance Basics: What Is a Flavor Ingredient Sheet?If you’re submitting a formula for beer, spirits, cider, or RTDs wi...
06/11/2026

Compliance Basics: What Is a Flavor Ingredient Sheet?

If you’re submitting a formula for beer, spirits, cider, or RTDs with complex flavor additions, chances are the TTB is going to ask for a Flavor Ingredient Sheet.

A Flavor Ingredient Sheet (often called a FIDS) is a document provided by your flavor supplier that tells the TTB what’s in a flavoring — without publicly disclosing the supplier’s proprietary recipe. It allows regulators to evaluate compliance while protecting trade secrets.

The Most Important Part: The Codes

For a Flavor Ingredient Sheet to be usable in a TTB formula submission, it must include:
• The TTB Drawback Number
• The TTB Company Code
• The ingredient’s specific concentration (ppm)
• The usage percentage in your finished product

This information allows the TTB to confirm that any limited or restricted components (like vanilla, maltol, or other regulated flavor compounds) stay within allowable limits for alcoholic beverages.

Without these details, your formula is likely headed straight to “needs more information.”

Good to Know:
Not all flavors come with the required TTB codes — and codes are supplier-specific. Always confirm this before purchasing or formulating with a new flavor.

Working on a new flavored product, stuck in formula limbo, or just don’t want to deal with formula submission at all? We’ve got you.
📩 Send us an email: [email protected]


Attorney Advertising: For educational purposes only — Does not constitute legal advice.

Transferring ownership of your company into a trust constitutes an ownership change and triggers mandatory reporting obl...
06/11/2026

Transferring ownership of your company into a trust constitutes an ownership change and triggers mandatory reporting obligations to the ABC, TTB, and Secretary of State. Have questions about how transferring your ownership into a trust can affect your license, or need help reporting an ownership change? Send us an email -- [email protected]

Attorney Advertising: For Educational purposes only — Does not constitute legal advice.

Georgia: Where Southern Hospitality Meets Strict ComplianceThinking of sending your beer into the Peach State? Before yo...
06/10/2026

Georgia: Where Southern Hospitality Meets Strict Compliance

Thinking of sending your beer into the Peach State? Before your product rolls south, here’s what you need to know to stay compliant in Georgia’s tightly regulated three-tier system.

◆ License Type:
You’ll need a Broker’s License issued through the Georgia Department of Revenue, Alcohol & To***co Division to sell beer to Georgia wholesalers.

◆ Business Registration:
Before applying, your business must be registered with the Georgia Secretary of State and maintain a Georgia registered agent.

◆ Bond Requirement:
Georgia requires applicants to maintain a surety bond as part of the licensing process.

◆ Primary American Source Letter:
If you are not the actual manufacturer, Georgia will generally require a Primary American Source letter authorizing you to represent the brand in the U.S.

◆ Brand Registration:
Required. All beer brands must be registered before sale in Georgia. You will typically also need to identify your Georgia wholesaler during registration.

◆ COLAs with Registration?
Federal COLAs are not submitted with registration, but they must be approved and kept on file.

◆ Shipping Reports:
Required. Out-of-state suppliers must file monthly shipment reports — including zero reports if no shipments occurred.

◆ Distribution Agreements:
Not submitted to the state, but Georgia franchise laws strongly protect wholesalers. Your distribution agreement matters.

◆ Bonus Quirk:
Out-of-state manufacturers cannot self-distribute in Georgia. Beer must move through a licensed Georgia wholesaler.

Bottom line: Georgia may be welcoming, but its alcohol distribution system is highly structured. Make sure your licensing, bond, registrations, and reporting are squared away before launch.

Need help getting licensed, registered, or reporting?
Email us at [email protected] and we’ll help you stay compliant in Georgia.

Attorney Advertising: For educational purposes only — Does not constitute legal advice.

06/05/2026

Reyes Beverage Group just closed the largest acquisition in its 50-year history — and CEO Tom Day says the buying spree isn’t over. 🍺📦

With the purchase of 11 RNDC markets, Reyes becomes the No. 3 wine and spirits distributor in the U.S., adding 38 million cases, 600+ suppliers, 40,000 SKUs and $4 billion in revenue across 11 states and D.C. Day called the deal a “transformational shift,” positioning Reyes as a “total beverage provider” amid category convergence — and hinted it could soon climb even higher in the rankings. 🍷🥃

The company rebranded 1,800 trucks in 36 hours, acquired 31 buildings and onboarded more than 5,000 employees — all while signaling it’s actively shopping for more distributors in both beer and beyond.

Hear more from Day on the mega-deal, disruption in distribution and what could come next at the link in the comment below ⬇️



https://www.brewbound.com/news/reyes-ceo-tom-day-talks-mega-rndc-deal-shopping-for-more-distributors-in-out-of-beer?utm_social=fb_brewbound

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