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

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

Pregnancy Loss Leave: A California Compliance Reminder for EmployersSome workplace situations are bigger than policy man...
06/04/2026

Pregnancy Loss Leave: A California Compliance Reminder for Employers

Some workplace situations are bigger than policy manuals and payroll systems. Reproductive loss is one of them.

Under California law, eligible employees may be entitled to protected reproductive loss leave following events such as miscarriage, stillbirth, failed adoption, failed surrogacy, or unsuccessful assisted reproduction.

➡️California’s Fair Employment and Housing Act (FEHA) requires public employers and private employers with 5 or more employees to provide up to 5 days of protected leave per reproductive loss event for eligible employees who have worked for the employer for at least 30 days.

➡️The leave does not need to be taken consecutively, but it generally must be completed within 3 months of the event. Employees may also be entitled to other forms of protected leave, including CFRA, FMLA, or Pregnancy Disability Leave, depending on the circumstances.

➡️If an employer does not have a separate paid reproductive loss leave policy, employees must still be allowed to use available PTO, vacation, sick leave, or personal days during their leave.

💡A few important reminders for employers: California law generally prohibits requiring documentation for reproductive loss leave requests, requires confidentiality surrounding these situations, and prohibits retaliation against employees for requesting or taking leave.

Not every compliance issue starts with a complaint or claim. Sometimes it starts with how an employer responds during one of the most difficult moments an employee may experience. Making sure your policies and managers are prepared ahead of time can make a meaningful difference.

Questions about leave policies, handbook updates, or California workplace compliance? We’re here to help. Send us an email — [email protected]

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

💸 Minimum Wage Is Going Up Again.Because apparently payroll needed another plot twist this summer.Starting July 1, 2026,...
06/03/2026

💸 Minimum Wage Is Going Up Again.
Because apparently payroll needed another plot twist this summer.

Starting July 1, 2026, several California cities and local jurisdictions are increasing their minimum wage rates—which means employers should be checking payroll systems now, not after the first angry email from accounting.

Here’s your 2026 roundup:
📍 Effective July 1, 2026:
Berkeley — $19.61/hr
Fremont — $18.05/hr
Los Angeles (City) — $18.42/hr
Los Angeles County (unincorporated areas) — $18.47/hr
Malibu — $19.71/hr
Milpitas — $18.50/hr
Pasadena — $18.57/hr
San Francisco — $19.61/hr
Santa Monica — $18.47/hr

A Few Important Reminders:
🔹California’s statewide minimum wage remains the floor—not the ceiling. If a local ordinance sets a higher rate, employers must pay the higher local wage.
🔹Remote work still matters. If employees are performing work in one of these jurisdictions—even partially—that local rate may apply.

Mid-Year Compliance Checklist:
✔️ Audit where employees are actually performing work
✔️ Update payroll systems before July 1
✔️ Replace outdated wage posters
✔️ Review exempt salary thresholds tied to minimum wage requirements
✔️ Make sure managers know which rates apply to which employees

Nothing says “summer kickoff” quite like a mid-year wage compliance audit.

Need help sorting out multi-city wage compliance, handbook updates, or payroll questions? Send us an email at [email protected] and we'll help make sure there's one less thing to sweat this July.

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

🌈 Pride Month Is a Good Time for a Workplace Compliance Check ⚖️🍻A rainbow logo is easy.Making sure your workplace polic...
06/02/2026

🌈 Pride Month Is a Good Time for a Workplace Compliance Check ⚖️🍻
A rainbow logo is easy.

Making sure your workplace policies actually protect your team? That takes a little more attention.

California employers continue to have some of the strongest workplace protections in the country for LGBTQ+ employees, and those obligations don’t pause after June 30.

Here’s the 2026 refresher:

🔹 California’s Fair Employment and Housing Act (FEHA) prohibits discrimination and harassment based on sexual orientation, gender identity, gender expression, and transgender status in hiring, pay, promotions, discipline, and termination.

🔹 Employers must allow employees to use restrooms and facilities that align with their gender identity.

🔹 Repeatedly using the wrong name or pronouns can support a harassment or discrimination claim—especially after an employee has communicated their correct name or pronouns.

🔹 California employers are required to take reasonable steps to prevent harassment and promptly address complaints, including harassment targeting LGBTQ+ employees.

🔹 Harassment prevention training should reflect current workplace realities, including examples involving gender identity, gender expression, and respectful workplace conduct.

✨ Pro Tip:
Employee handbooks, anti-harassment policies, onboarding materials, and manager training are all good places to check for outdated language or gaps in protection.

Inclusive workplaces are good for culture, retention, and morale. They’re also part of staying compliant in California.

Need help reviewing your policies or training materials? That’s kind of our thing. Send us an email: [email protected]

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

Today we celebrate the uterine exodus of a woman of many talents; Shannon files client TTB formulas and COLAs by day, ma...
06/01/2026

Today we celebrate the uterine exodus of a woman of many talents; Shannon files client TTB formulas and COLAs by day, manages our social media with such flair that sometimes even Diane has to look up a word she's included and somehow still has the energy left to deliver the best tackle hugs in the business! She keeps our office light, whimsical and chuckling at her astute and quirky observations and we wouldn't have it any other way!

Our favorite redhead can walk into any industry event and strike up a convo about t-shirt designs, pickle entrees, punk rock or label compliance before you've even finished your alley beer.

We hope that Hank, Cheddar Farts, and the Brewers fan she holds dear, all shower her with deference today, while we raise a glass and toast our resident rugby fanatic.

To Shannon: may your birthday be as bold, loud and full of life as you are! 🎂🥳🎈

Cheers! 🍻🥂🍸

05/30/2026

🚚 Labor tensions, distributor consolidation and summer stunts are reshaping the beer business this week.

Teamsters have extended picket lines at Breakthru Beverage facilities in Missouri and Illinois, escalating a dispute over proposed contract language as the distributor rolls out contingency plans. Meanwhile on Long Island, Southern Glazer’s has officially closed its acquisition of Clare Rose, expanding its New York footprint, while Tilray-owned Montauk Brewing preps a second taproom in the former Port Jeff Brewing space.

Elsewhere, SpikedAde lands statewide in Texas, Boston Beer revives its “Brewer Patriot Collection” ahead of America 250, Molson Coors plans blue pours for Blue Moon, and Garage Beer taps pop-punk nostalgia for summer marketing. 🍺📦🎸

Link to the full story in the first comment below 👇



https://www.brewbound.com/news/press-clips-breakthru-picket-lines-expand-montauk-to-open-2nd-location-southern-glazers-snags-clare-rose-more?utm_social=fb_brewbound

For more information about entity updates, or help with your entity filings, email us at info@craftbeerattorney.com Atto...
05/29/2026

For more information about entity updates, or help with your entity filings, email us at [email protected]

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

Your brewery has survived drinking holidays, overly friendly vendors, and the taproom regulars; but do you really know y...
05/28/2026

Your brewery has survived drinking holidays, overly friendly vendors, and the taproom regulars; but do you really know your sexual harassment prevention responsibilities? Test yourself below!

1️⃣ Which of the following is true about California sexual harassment prevention training?
A. Only supervisors are required to take it.
B. All employees must take it at least once every 2 years.
C. It’s optional if you have fewer than 50 employees.
D. Only new employees need training.

Answer: B. All employees must take training at least every 2 years; supervisors have specific extra requirements.

2️⃣ True or False: Having a written sexual harassment policy and a reporting procedure is enough to protect your brewery from liability.
A. True
B. False

Answer: B. False — policies are critical, but training, consistent enforcement, and prompt corrective action are key to compliance.

💡 Tip for Employers: Don’t wait until an incident happens — refresh training, remind staff of reporting channels, and make sure your workplace is safe for everyone.

Need help keeping your brewery compliant and your staff confident? Send us an email – [email protected] – we’ll help you make sure your training and policies are on point.

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

Lease woes; Read the fine print.Your lease isn’t just paperwork—it’s one of the most critical contracts your company wil...
05/26/2026

Lease woes; Read the fine print.

Your lease isn’t just paperwork—it’s one of the most critical contracts your company will sign. From zoning and noise restrictions to utility costs and use provisions, a missed detail today can tap into your bottom line tomorrow.

Thinking of moving into a space that hasn’t hosted beverage manufacturing before?

You may need major HVAC and roofing upgrades to handle ventilation and brewing equipment.
➡But here’s the catch: some leases restrict structural modifications—especially to the roof. If that condition slips by, you could end up stuck with a space that can’t support your operations.

Don’t overlook how the lease defines your square footage.
➡For example, if a lease lists your space as approximately 1,500 sq ft, but it's actually closer to 1,403 sq ft, that difference could quietly inflate your share of common area maintenance (CAM) costs, sometimes by a couple of percentage points over the life of the lease.

If your facility includes a patio or outdoor area, make sure it's clearly outlined in the lease and under your exclusive control.
➡Without exclusive control, you may run into issues when it comes to licensing that area as part of you premises.

Too many companies inherit headaches they didn’t bargain for. A thorough lease review can protect your tasting room, your tanks, and your long-term vision.

Ready to negotiate with confidence? We’re here to help make sense of the legalese so you can get back to creating. 🍺🍷🍸

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

Today, we take a moment to remember the brave men and women who gave everything for our country. Their sacrifice allows ...
05/25/2026

Today, we take a moment to remember the brave men and women who gave everything for our country. Their sacrifice allows us to enjoy the freedoms we sometimes take for granted, and for that, we are endlessly grateful.

As we gather with family, fire up the grill, or raise a glass, let’s also take a moment to reflect on what this day truly means. It’s more than a long weekend: it’s about honoring those who never made it home.

Here’s to remembering, reflecting, and appreciating. Wishing you all a meaningful and peaceful Memorial Day

Attorney Advertising – For educational purposes only – Does not constitute legal advice

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