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June 2022: Responsible Beverage Training Required for Servers and Managers

21 Jun


Update Applicable to:
All employers and businesses with on-premises alcoholic beverage servers in the state of California.

What happened?
On October 15, 2017, Governor Newsom signed Assembly Bill 1221 (AB 1221), also known as the “Responsible Beverage Service Training Act,” into law, which will require will require on-premises alcoholic beverage servers and their managers to undergo training. This law was originally set to be effective last year but was extended given the pandemic. 

What are the details?|
Effective July 1, 2022, all on-premises alcoholic beverage servers and their managers must take Responsible Beverage Training (“RBS Training”).  This Alcoholic Beverage Control (ABC)-approved training must be completed by August 31, 2022, or within 60 days of hire thereafter.

The regulations define an alcohol server as anyone who does any of the following:

  1. Checks customer identification for purposes of alcoholic beverage service or entry to an ABC on-premises licensed establishment;
  2. Takes customer alcoholic beverage orders;
  3. Pours alcoholic beverages for customers; or
  4. Delivers alcoholic beverages to customers.

An alcohol manager is anyone who trains, directly hires, or oversees alcohol servers at an ABC licensed premises, or who trains alcohol servers on how to perform the service of alcohol for consumption for an ABC on-premises licensee. It does not include an employee or contractor of another separate ABC licensee who is training alcohol servers for marketing or distribution purposes. 

For more information, please see the links below:

What do employers need to do?
Employers should review the links provided above and have their employees and managers complete the required training before the deadline of August 31, 2022.

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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