A definite perk of working in the brewing industry, besides the envy of all your friends, is the common practice of free or discounted beer. Brewery owners benefit from these practices as well. A taproom or brewpub gains familiarity with the brewery’s products, allowing them to engage customers with confidence, creating extra sales. In a production environment, participating in sensory evaluation and product development helps to develop a sense of teamwork and workplace pride.

The flip side is that workplace consumption of alcohol carries risks and dangers. I recently read through an online discussion where brewers were sharing drinking policy details at their various places of employment. They shared a few success stories of effective and fair policies. However, accounts of ineffective policies, inconsistent enforcement, and even wholesale disasters were the norm.

Reading through the entire thread, I was struck by the lack of discussion on three key elements that are critical to the successful and legal implementation of a brewery alcohol consumption policy. The following three considerations are foundational when building a staff drinking policy.

1. Safety Concerns

Safety first! Just because it is an overused cliché doesn’t mean it has lost its importance. I was astounded at the number of mentions in the thread of drinking on duty, which was sometimes sanctioned by ownership or management and sometimes not. The dangers of operating brewing and packaging equipment in the production environment should be obvious. However, drinking on the job in the taproom environment is not without its own hazards. Disregarding one’s own safety is irresponsible. Disregard for the safety of coworkers and customers is unacceptable.

2. Insurance Risk

The second consideration is insurance. In accidents involving alcohol, workman’s compensation claims can be at risk for both the employer and the employee. Ambiguous or poorly enforced policies can easily create a situation where an owner could face skyrocketing premiums or even cancelled policies, both workman’s comp and general liability. It is critical that any employee drinking policy be communicated clearly to insurance carriers and aligns with the insurance coverage.

3. Legal Compliance

Last but not least, regulatory considerations come into play. Local and state laws addressing employee drinking policy vary and are sometimes affected by other license types held, such as liquor by the drink. There are situations where employees are not allowed to drink on premises, on or off duty. On the federal level, the United States Department of Labor Occupational Safety and Health Act, through the General Duty Clause, recognizes the use of alcohol in the workplace as a known hazard, which creates risks for both employees and patrons of the establishment. Employers must do their due diligence to ensure compliance with laws and regulations specific to the company’s situation and location. Employee drinking privileges are not always a given.

The Brewers Association Safety Subcommittee keeps the premise of safety simple: minimize risk and prevent harm to people, products, and facilities. Of course, the devil is always in the details. Developing and executing a safe and effective employee drinking policy is a complex undertaking. The three foundational considerations mentioned above are only the beginning. The Brewers Association has several resources to help brewery owners develop and implement safe practices and policies that minimize the risk of employee drinking while maximizing the potential benefits.

Additional Resources

• Establishing the Right Policy for Staff Drinking
• Handbook Policies – On-Premise Alcohol Consumption
• Brewing a Culture of Wellness: Nurturing Sobriety and Promoting Responsible Drinking in the Craft Beer Industry