Yes, we allow our exempt employees to work from home in both of these situations.  It's up to the employee to determine if they can still be available and productive.  There are times when that's not going to be the case (someone's just too sick for example, and we don't expect them to work), but we trust them to communicate this to their manager and use PTO/sick if that's the case.  Typically a manager can determine whether someone is abusing the flexibility and not working and not recording time - and this would be addressed.  Below are the different types of remote work arrangements we allow, per our policy:

Types of remote work arrangements: 

·         As-Needed Remote Work:  Someone who needs or requests to work from home on an as needed basis. (Example: employee is ill, child is ill, inclement weather, personal appointment or home maintenance requiring the employee to be at home.)

·         Flexible Work Arrangement:  Someone who works from home part of the time, on a regular scheduled basis.  (Example: every Wednesday the employee works remotely; or every Tuesday and Thursday afternoon the employee works from home.)

·         A Remote Worker:  Someone who works from home most, if not 100% of the time.