Very tough issue:
1. California applies FMLA to its own laws, and also has its own laws re pregnancy (California Family Rights Act -- CFRA and Pregnancy Disability Leave Law -- PDLL). The short version of the combination of laws is that a California employee can take FMLA and PDLL leave simultaneously, so as to obtain four months of pregnancy leave, and then add another 12 weeks under the CFRA.
However, in order to qualify for PDLL, unlike with FMLA/CFRA, the employee must actually suffer a disability pre- or pos-tnatal, related to the pregnancy. A physician must certify that the employee has such a disability -- otherwise, the employee's benefits would be limited to 12 weeks.
2. Assuming you can do all of this, then we have the problem that you are asserting that your principal place of employment for FMLA/CFRA benefits is in Oregon. However, CFRA cannot apply to an Oregon employee, so if you assert that you are actually an Oregon employee for the purposes of the FMLA, then you are also an Oregon employee for the purposes of the CFRA, which means that you would have no CFRA benefit rights.
Re PDLL, Ca Department of Fair Employment and Housing regulations (2 CCR § 7291.2(h)) defines an "employer" (among other things) as including employers covered by the FEHA." The FEHA defines employer as "any person regularly employing five or more persons, or any person acting as an agent of an employer, directly or indirectly, the state or any political or civil subdivision of the state, and cities." This would appear to include emplpyers located outside of California, and which employ employees in California.
Assuming this is true (I have no case law confirming or rejecting this theory), then you would be entitled to PDLL and FMLA benefits, but not CFRA benefits -- which means four months maximum leave.
The only way to test this theory is in court or by complaint to the DFEH.
If you do, you will probably be the test case, so I can't tell you how you will fare.
Hope this helps.
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