In the craft beer world, our DNA is hospitality—we’re in the business of creating welcoming spaces and enhancing guest experience. But this culture of openness, combined with high-risk settings like busy taprooms and the social atmosphere of our industry, necessitates strong protective boundaries. A truly welcoming atmosphere is built on a foundation that is fundamentally safe and respectful for your team.

When an incident occurs, your response pivots immediately “from policy to practice”. The way you manage a complaint is the single most important factor determining the outcome and serves as your critical shield against legal and reputational damage.

For small business leaders, the idea of conducting a fair, prompt, and thorough investigation can feel overwhelming, especially in “family-like” environments where professional lines can easily blur. That’s why the CBP September online seminar introduced the R.A.P.I.D. acronym—a straightforward, actionable framework designed to ensure your response to every report is consistent, compliant, and legally defensible.

Here is a breakdown of the R.A.P.I.D. Response Card, an immediate, sensitive, and structured approach for addressing reports of misconduct in your brewery:

R: Receive the Report

Your first, and most critical, step is to simply listen. When an incident is reported, your role is to be a supportive listener, not an investigator.

• Listen actively and without judgment. Focus on what the person is saying, and avoid interrupting or asking leading questions.
• Create a safe space. Ensure a private setting to talk to protect confidentiality.
• Stay neutral. Avoid expressing shock or doubt, and
  do not make promises you cannot keep, such as guaranteeing a specific outcome.

A: Assess the Situation

After receiving the report, you must quickly assess any immediate risks and clarify next steps for the reporter.

• Address immediate safety concerns If the individual or others are in immediate danger, take steps to ensure their safety, including calling emergency services if necessary.
• Identify resources. Clearly explain the available support options, including confidential resources (like a counselor or victim advocate) and non-confidential resources (such as HR).
• Clarify reporting options. Inform the individual that the choice is theirs to file a formal complaint or take no further action.

P: Preserve the Evidence

Proper documentation is essential for a legally sound response.

• Document details (with consent). Record the who, what, when, and where of the incident if the reporter consents, as this evidence is critical for any formal complaint.
• Secure digital and physical evidence. Advise the reporter to save text messages, emails, screenshots, and to keep any physical evidence (like notes) in a secure, non-work location.

I: Involve the Proper Authorities

This step moves the report out of the “receiving” phase and into the formal process, ensuring the right people are engaged for an effective and legally sound response.

• Follow organizational policy. Report the information immediately to the appropriate party, such as an HR manager, based on your organization’s anti-harassment policy.
• Ensure no retaliation The designated authority must immediately take steps to protect the person making the report from any form of retaliation.

D: Document the Entire Process

A clear, objective record of every action maintains accountability and protects both the reporter and the organization.

• Log the initial report. Record the date, time, and to whom the report was made.
• Record all actions and follow-ups. Document every step taken, including who was notified, when, and all subsequent communication.
• Store securely. Maintain all documentation in a secure and confidential manner.

Beyond the Acronym: Your Next Steps

Executing the R.A.P.I.D. framework effectively requires consistent practice, training, and a firm commitment to key investigation principles:

• Immediate Response Within 24 Hours, you must acknowledge receipt of the complaint and begin the documentation process.
• Investigation Launch The impartial investigation must begin within three business days and be conducted by a neutral party.
• Interim Protections Implement temporary measures like shift changes or safe separation immediately to protect the reporter while the investigation proceeds.

By implementing R.A.P.I.D., you transition from vulnerability to strength. A strong culture and clear protocols are your most effective defense, securing your brand’s future and reinforcing employee trust in your commitment to a truly safe workplace.

To see R.A.P.I.D. in action, and to learn practical, low-cost ways to implement these policies and protect your brewery, watch the fully recorded online seminar!

About WeVow:
WeVow is a modern, end-to-end HR compliance solution for small businesses without an HR department. WeVow is designed to help address all aspects of workplace harassment so these organizations can vow to live by a higher standard. The WeVow platform offers harassment prevention training, incident reporting, counseling, and consulting. Businesses use WeVow to give their employees clarity on where the business stands regarding sexual harassment and what to do when it happens, and ensure that staff and leadership have support.