How Do You Balance PTO and Work From Home Eligibility in Our New Policy?

We are planning to start a policy called Work From Home (WFH), whose details are as follows in brief.

Work From Home Eligibility

People can earn the privilege to work from home once a week on Tuesday, Wednesday, or Thursday if:

• They have worked in the office for at least 40 effective hours in the previous week (32 hours if they had worked from home one day in the previous week) as per their shift schedule, based on the report from the attendance system.

• We offer 24 PTO (Paid Time Off) days to all employees during the year.

My question is, if anyone wants to take a PTO during the week, how will they complete their 32 hours in the second week to avail themselves of another day as WFH? Could you please guide, suggest, or explain your views in detail?

I do not understand why you wish to link WFH with employee leave. Anyway, that is your call. Secondly, what if a public holiday falls within the week? Does it mean that nobody will be eligible for WFH in the subsequent week? Please deliberate on this point as well.

Ok...

Regards,
Dinesh Divekar

Thanks, Dinesh Sir, can you please guide on how we can limit the number of work-from-home options per month? Or should we keep this on a case-by-case basis?

For example, if we fixed it at 12 per year, one can take 1 work-from-home option per month. If, due to some reason, someone does not take it, can the 12 work-from-home options convert into leave?