cold mug of beer

Drawing (Or, More Accurately, Pouring) a Blank?

In a guidance issued on May 24, 2017, the Massachusetts Alcoholic Beverages Control Commission announced a loosening of the Commonwealth’s stringent growler-filling requirements. Under this new guidance, farmer-brewers and pub-brewers may refill large glass growlers (i.e., growlers that the customer brings in) as long as the following three conditions are met:

  1. The growler is entirely blank (i.e., does not have any labeling from a different brewery)
  2. The growler is brought in empty
  3. The brewer fills the growler from a tank of tax-determined beer made by or for the brewer

Note that even under this guidance, any brewer that pre-fills growlers for purchase still must use only its own branded glass.

Could this relatively modest relaxing of the growler-filling requirement portend bigger changes for craft brewers and their consumers in the near future?  Stay tuned…

Categorized: Pouring Requirements

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Robert G. Young

Bob Young is an experienced advisor and trial lawyer, helping clients navigate complex labor and employment issues and defending employers facing claims in the state and federal courts of Massachusetts and before administrative agencies. Bob regularly represents businesses, municipalities, educational institutions and non-profit organizations of all sizes, as well as high-level executives, in high-exposure claims and disputes involving discrimination and retaliation, non-competition, trade secrets, wage-and-hour and other complex, constantly evolving employment-related issues.

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Robert G. Young

Bob Young is an experienced advisor and trial lawyer, helping clients navigate complex labor and employment issues and defending employers facing claims in the state and federal courts of Massachusetts and before administrative agencies. Bob regularly represents businesses, municipalities, educational institutions and non-profit organizations of all sizes, as well as high-level executives, in high-exposure claims and disputes involving discrimination and retaliation, non-competition, trade secrets, wage-and-hour and other complex, constantly evolving employment-related issues.

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