Here is the language we use in our remote work policy,

"Work life balance

•    Dependent Care- We believe in an environment that is conducive to work.  The employee shall not be the primary care giver of dependents during working hours.  The employee agrees that family care demands should not compete with work during work time."
 

While this statement seems a bit cold on its own, much of the other policy language highlights that we support remote work  as it helps to foster greater work life balance.   Other language in the policy that help demonstrate this is: 

" Arrangements help foster a work environment that appeals to employees while meeting the needs of the organization.  Remote work arrangements help the organization by improving staff recruitment and retention and promotes our environmental protection goals.  Staff benefit from remote work  arrangements through improved morale and an enhanced balance of work and home life.  In all cases, the business needs of the organization are considered when determining AWS arrangement."

We just created a teleworking policy and agreement this year that addresses many issues to include Dependent Care.  

Teleworking, or telecommuting, is the concept of working from home or another location on a full- or part-time basis.  Teleworking is not a formal, universal employee benefit.  Rather, it is an alternative method of meeting the needs of the company.  The company has the right to refuse to make teleworking available to an employee and to terminate a teleworking arrangement at any time.  

The company’s policies for teleworking are as follows:

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Dependent Care
Teleworking is not a substitute for dependent care.  Teleworkers will not be available during company core hours to provide dependent care.

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The employee remains obligated to comply with all company rules, practices and instructions.