What topics are specifically excluded from the training provided by the 7 Brew opening team?
7_Brew Franchise · 2025 FDDAnswer from 2025 FDD Document
We have the right, but no obligation, to send an "opening team" to support the Store during its opening phase and to help train your supervisory employees on our philosophy and Brand Standards (but not matters relating to labor relations and employment practices). The Brand Fund currently will pay the wages and travel-related expenses of any opening team we choose to send. However, if in our opinion you and/or the Store needs, or if you request and we agree to provide, special guidance, assistance, or training (excluding training relating to labor relations and employment practices) that is in addition to any support we choose to provide, you must pay our personnel's daily charges (including wages) and travel, hotel, and living expenses. We have the right to delay the Store's opening until all required training has been satisfactorily completed. (Franchise Agreement—Section 6.C)
Source: Item 11 — FRANCHISOR'S ASSISTANCE, ADVERTISING, COMPUTER SYSTEMS, AND TRAINING (FDD pages 34–45)
What This Means (2025 FDD)
According to 7 Brew's 2025 Franchise Disclosure Document, the opening team that 7 Brew may send to support a new store will help train supervisory employees on the company's philosophy and brand standards. However, this support specifically excludes training on matters relating to labor relations and employment practices.
This means that while 7 Brew will provide guidance on operational standards and brand-specific training, franchisees are responsible for understanding and managing their own labor relations and employment practices. This includes compliance with employment laws, managing employee relations, and handling any employment-related issues that may arise.
For a prospective franchisee, this exclusion highlights the importance of having a solid understanding of employment law and human resources practices or seeking professional advice in these areas. Failing to properly manage labor relations and employment practices could lead to legal issues and negatively impact the business.