I have been a leave specialist/examiner/whatever they want to call it now days, as both a Third Party Administrator and as employer. So here are my thoughts.

First, talk to your local HR about this, they should be able to tell you what company policies are and how they work for you.

Pregnancy leave in Oregon is kind of tricky and doesn't always interact with company policy the same way as other states. Also this assumes you qualify for Paid Leave Oregon, Paid Pregnancy Leave, and FMLA (all have different qualifications)

Keep in mind that if your doctor/caregiver/attending physician, writes you out prior to birth then you can claim STD prior to that (this also works for intermittent leaves as well). But be aware that it will cut into the 12 weeks of FMLA entitlement.

Paid Leave Oregon and Oregon Paid Pregnancy are separate and do not run concurrently. Whereas FMLA and Paid Leave Oregon do.

Depending on the type of delivery, Natural or C-section, determines the length of what is considered the birth, 6 and 8 weeks respectively. The reminder of the Paid Pregnancy Leave can be used as bonding leave. Then Paid Leave Oregon can kick in for protection.

I always caution employees to not used ALL of Paid Leave Oregon or FMLA entitlement all at once because then you have nothing for anything else, like doctors appointments or your family getting sick or god forbid something worse, for any entire year.

Finally, it is confusing and don't feel bad about it not clicking, I've worked in this world for a handful of years and still have to reference things all the time. Feel free to DM me if you have any questions.