Some employers have moved to “paid time off” policies in which distinctions between different forms of paid time off (e.g., sick days, vacation days, personal time) are eliminated. Instead, employees have a set number of days that they can take off regardless of the reason for the absence. The total number of days allowed under these policies is generally several fewer than under traditional plans that allot time off for specified purposes. From both practical and legal perspectives, are these newer, undifferentiated paid-time-off policies a good idea? Why or why not? (See Alina Tugend, “Trickier Time-off Policies as Employers Test New Ideas.” New York Times [November 29, 2014], B5.)