How San Diego Breweries Handle Cannabis at Work

Great beer is an art, and the art requires safe, intelligent teams. The same concept applies to ensuring a safe and compliant work environment, given that California is still in the process of perfecting its legislation on cannabis. State breweries are no exception to this, as they adapt to a changing regulatory environment regarding production, labeling, and distribution. Compliant does not just imply that one must meet the standards of the law but also that he/she must develop a trust with the customers and that every single pint served must have no less or no more than quality and responsibility.

As a manager or owner of a brewery, you may have several questions regarding the balancing of state laws, staff safety, and employee rights. No one-size-fits-all solution, but it is possible to develop a company cannabis policy that will be both beneficial to your business and employees.

The Basics: Where Do Cannabis Laws Stand Today?

Let’s start with the basics. In the State of California, using cannabis off duty is regarded as legal amongst adults. This is significant since the state enacted a law known as AB 2188 that criminalizes most employers for punishing employees who test positive for cannabis that remains in their bodies after use. Nevertheless, safety expectations of the employees can still be enforced during the execution of their jobs.

In simple terms, your policy can enforce no impairment at work, even if you cannot target people for the simple fact that they use cannabis at home. The tough part for breweries is that some jobs, like forklift drivers or brewing techs, matter deeply for safety.

Brewery Cannabis Policy: Real Steps

Consider these three priorities as your starting point:

• Spotlight Safety Sensitive Roles: Take some time to list any jobs where a mistake could result in injury or damage. These roles need special attention. In a brewery, that could mean forklift drivers moving heavy pallets, brewers working on the brew deck around hot equipment, or staff handling strong cleaning chemicals. Each task requires focus and safety measures to keep both people and the product protected.
• Refresh Your Testing Rules: Pre-employment tests for THC are about to become even less useful, thanks to the new law. Shift to post-incident or reasonable suspicion testing instead of blanket pre-hire screens.

Remember, a positive result does not equal impairment.

• Train and Communicate: Your staff should have a clear understanding of how cannabis is treated at work. Provide clear, short training on policies.  Explain the difference between using at home and being high on the job, and what will happen if there is an incident.

What Cannabis Testing Actually Shows

Most drug tests look for cannabis by detecting THC metabolites. Here’s the catch: these stay in the body long after impairment is gone. That means positive test results do not always mean someone is currently high at work.  It’s important that you know the difference when building your policy.

Understanding the guidelines around medical marijuana and work drug testing is important when building your policy.  Especially before taking any disciplinary steps.

This knowledge helps keep responses fair and consistent with current laws.

Putting safety and fairness before snap judgments is always a better recipe. It protects your crew and your taproom.

Keep It Simple, Keep It Smart

When it comes to cannabis at work, breweries do best with clear, honest policies that reflect both science and California state laws. The goal is straightforward: focus on true impairment on the job, not just lingering test results. Breweries know this balance well; quality control isn’t about punishing traces of flavor from one batch to the next, but about making sure every beer served meets the standard of freshness and taste in the moment. Treat each individual fairly and keep privacy in mind.  “Fit for duty” should be the standard for everyone who steps onto the floor or into the brew house.

Developing your policy in this manner is not merely a question of remaining compliant. It is also all about defending your entire team. In this way, you ensure that everyone feels that they are trusted and understood. It can be said that fair cannabis regulations in the office can result in the avoidance of misunderstandings, unnecessary conflicts, and the establishment of proper expectations at the very beginning. Rather than base your decision on the recommendations made by drug screens, base it on coherent dialogue and clear sense. Policy is not just a document. When done properly, this is an expression of respect and the foundation of a successful and harmless brewery, especially when you are entering unknown territory such as cannabis beer.