Such initiatives usually include written policy and procedure statements, supervisor training in substance abuse identification, urine testing and retesting, and providing employees with the option to obtain and successfully complete treatment or face disciplinary action. Such programs, however, are based on questionable assumptions that supervisors can be trained adequately to recognize substance abuse and will be motivated to make referrals, that test results will be accurate and accurately interpreted, and that employees will respond appropriately to the imposition of treatment or disciplinary actions. While drug testing may be appropriate where compelling issues of safety or national security are involved, testing alone will not make the drug problem disappear. Over 50 years experience in dealing with alcoholism in the workplace suggests that employee assistance programs offer a more constructive approach to substance abuse in the workplace. Such programs have been found effective in reducing absenteeism, promoting recovery, minimizing relapses, cutting treatment costs, and improving productivity among drug abusers and alcoholics.