Meet Our Staff

Diane Buisman

Vice President, Member Services

Vigilant Law Group

In 50 words or less

Wagner College, B.A. in History and Political Science
University of Oregon, J.D.
Attorney licensed in Oregon, Washington and Idaho
Lifelong Yankees fan

Experience

With Vigilant since 2007, Diane oversees our membership services and is a member of Vigilant’s Executive Leadership Team. Diane is committed to ensuring that our members receive service that matches the high standards and values that Vigilant sets for itself. She ensures that employers get the help they need navigating through the often overwhelming issues that can arise during the employment relationship. Diane strives to help our team build strong relationships with the companies they serve and become indispensable trusted advisors. Outside the office, she spends time keeping up with her husband and two active children, and enjoying the scenic beauty of the Pacific Northwest.

Connect with me on LinkedIn

Back to Staff

Diane Buisman

Vice President, Member Services

Vigilant Law Group

Recent Blog Posts by Diane Buisman

Feb 13 2019

Q&A: Do we have to cut ties with a valuable employee who harassed someone?

Question: We have a manager who is great at keeping production on pace and running efficiently, but he has a hard time getting along with other people. He recently said some really inappropriate things to one of his employees. Normally we would terminate for this behavior, but he is our…

Jan 02 2019

DisabilityEmployee BenefitsEmployee Classifications

Best practice idea: Follow up after making disability accommodation

One of our Vigilant members has implemented a best practice that we think is worth sharing: annual check-ins with employees who are receiving workplace accommodations under the Americans with Disabilities Act (ADA). Annual Check-In: What’s Involved The company sends the employee a letter each year, reviewing what accommodations have been made and asking: (1)…

Nov 02 2018

Q&A: Pay equity analysis not a quick fix

Question: We’re concerned about new state laws on equal pay, and we don’t know where to start with a pay equity analysis. How do we get a handle on our potential exposure?

Jul 05 2018

Q&AHarassment & Discrimination

Q&A: Informal harassment complaints should be taken seriously

Question: Our harassment policy specifies how employees should report issues to the company. If no one formally reports inappropriate behavior, do we need to do anything about it? Also, can we discipline an employee for not following our reporting procedures?

See all posts
by Diane Buisman