Should a person skiing when working from home be forced to take a vacation day?

"Take a look at this," urged Tom, the head of HR, as he briskly entered the room holding a laptop. "It's a photo that David posted on Facebook." Peering over his shoulder, you see your head of sales on a ski lift, grinning in a selfie. The accompanying caption reads, "Enjoying a day on the slopes,” and the image was just posted a few minutes ago.

You frown in disapproval. "Is this what David considers 'working from home'?" "It seems so," replies Tom, with a hint of disappointment. "I've always known him to be diligent." "Can we confirm he's not on a planned vacation day?" you inquire. Tom shakes his head. "Completely certain. And he's not the only one; Jane has been caught in similar circumstances. We must address this issue."

"What course of action do you propose?" You ask. Tom sits, contemplating. "Well, we could overlook it since his sales figures are solid. Alternatively, I could have a casual discussion with him to understand his perspective. Or, you could have a formal meeting to express that this conduct is inappropriate and that today will be recorded as a vacation day."

You are the CEO – what would you do? 

Expert 1: See through the fingers with him

As remote work becomes more common, successful companies often focus on results rather than micromanaging time. David’s solid sales performance suggests he can manage his responsibilities effectively, even when not physically in an office setting. According to a report by Harvard Business Review, high-performing employees in remote settings thrive when given autonomy. This approach encourages motivation and satisfaction. PwC’s global survey on remote work found that many companies now prioritize results over strict adherence to traditional work hours. David may have already completed his tasks for the day or be working flexibly. Penalizing him for enjoying personal time while still achieving his objectives could harm morale. In conclusion, as long as David’s productivity and results meet or exceed expectations, recording the day as a vacation undermines the principles of a results-oriented workplace. Instead, engaging in a conversation to clarify expectations around remote work would be more effective.

Expert 2: Tough love and make him take a vacation day

Even though David has been diligent, and his sales figures are strong, allowing this behavior to go unaddressed sets a precedent that could erode workplace accountability. Research by Gallup shows that consistent and clear expectations from leadership are critical in maintaining employee engagement and performance. Recording it as a vacation day signals the company values transparency and professionalism, even for high performers. If this incident is casually overlooked, it could open the door for more relaxed interpretations of what constitutes "working from home." By formally recording this as a vacation day, the company clearly conveys that non-work activities during work hours will not be tolerated. Addressing this situation now is crucial for maintaining long-term organizational discipline and fairness.

My opinion: This is a tough one. I have always expected employees to work super hard, and I have returned the favor with great challenges, a good salary, and lots of flexibility. I would let it pass for a high performer and not mention it. For a low performer. I would make it a case.