Employee Assistance Programs (EAPs) provide a specific referral for employees whose deteriorating job performance warrants intervention, as well as a source of confidential, low-cost help for employees troubled by any type of personal or family problem. Widespread concern about controlling workplace substance abuse and the advent of drug testing of safety-sensitive employees have focused much recent attention on the role of EAPs. Alternative EAP models, the role of unions in planning EAP services, considerations in program design that impact cost, and selection criteria are discussed. Three particular concerns about the future roles of EAPs include the responsibility for determining employees' fitness for duty, the appropriateness of rehabilitation counseling in all instances of employee misconduct or positive drug tests, and the integration of EAPs with company disciplinary policies.