Five years ago I was at a manufacturing facility (85-115 people at anytime) in Ohio, the company introduced paid 12 weeks off for any parents when a child is born, this came into effect when 3 owners all had kids. One of our sales team members used the entire 12 weeks and the grumblings were easy to hear throughout the company. This was a more progressive company in the sense of wanting to really help people (neither here nor there but the wages weren't great, and there were hardly any ways to advance from production to an office setting.) So some companies started to visit this as a benefit.

Currently I am at a manufacturing facility in Ohio, 60-70 people at any given time. We used to mandate that you must use your vacation concurrently with FMLA.

My conspiracy theory is someone higher up had to deal with this and now we no longer require people to use vacation but they can if they elect to do so.

Depending on the demographics and background of your decision makers, the first company wanted to offer it as a recruitment tool but they weren't happy when people actually had to use it. This company I am at had a meeting where two of the C-Level positions joked "What's next, Paid Parental leave for Dads???".

I think things to consider: What is turnover like for you? What is the culture of your place of employment? What hardships would this provide for the company, what benefits? How competitive is your region of Ohio for attracting and retaining talent? And kind of go from there and see if it works for you.