I tried to make sure I am not repeating myself by commenting on this topic, but didn't see anything in the history at least for this article. My feelings are that you need to be careful what you ask for in this area. I relate this to the whole idea of remote working, which I unabashedly do not favor. Showing up for work and being available and involved is a charactistic of a good and valuable employee.
I will assume that most if not all of you are fairly conscientious in this area, but that is not the case with everyone. My opinion is that a certain amount of regimentation and supervision actually does lots to promote fairness and equity and discipline.
Especially in a function such as that of DBA, the level of ongoing attention to detail is critical but at the same time fairly easy to slack off on without being noticed, possibly until it is too late.
My first experience with remote working was even at my own suggestion back in the early days of high fuel prices when I proposed remote work one day per week per person to save the cost of commute, All I will say is that it did not work out well for those most committed to their responsibility.
Rather, I like the concept of UNPAID time off. Shortly after I took an early retirement I was contacted to see if I was interested in returning to work on a contract basis. Part of the deal negotiated was that I could take a REASONABLE amount of UNPAID time off from a daily schedule for travel and enjoyment. This worked out well for me, and I didn't ever feel resentment from fellow workers.
I would even be in favor of a more limited amount of PAID leave with the individual option of an amount of UNPAID time off at the discreetion of the employee AND the company. In the long run this seems to me the most equitable. I put this in the light of the practice that may not even be current of starting new employees with a minimal amount of vacation with a ramped-up amount over a period of time. Even this I found to fairly easily negotiatble when starting a new position. In one case I was even credited with the first year's allotment of paid vacation hours on the first day at work.
I'll just add another thought to this. Consider how your personal reputation in using this option might affect your ability to negotiate salary level as years pass in your position. How is your manager going to feel about granting a raise if he objects to your use of PTO. Related to this, you don't have to just sit and wait for your default year-end salary review and blanket raise. Schedule a meeting with your boss and have a prepared presentation of the contributions you make, your accomplishments, and even a proposed new salary.
One of the best days of my IT career was the day I told my boss if the problem was so simple he should go fix it himself.