LMT Master Resource List

Starting with Why

Begin your journey with IMMERSE by discovering our mission and core values.  Watch/listen to our video below to get started now!

We are thrilled to welcome you to our community at IMMERSE Modern Massage! We selected you based on your exceptional qualities and dedication to creating a nurturing environment where people can thrive and receive excellent service.

To get you started, we have a comprehensive onboarding course with all the information you need to excel in your responsibilities here, and it won’t take more than 2 hours to complete all the onboarding videos.

Welcome aboard!

Acknowledgement & Receipt of Employee Handbook *

This step is required before your first day. Please upload your license and sign your employee handbook by clicking here.

The IMMERSE Employee Handbook:

Updated 8/1/2023

Our mission is to alleviate as much suffering, pain, and discomfort in the world as possible, helping people be the best version of themselves – body and mind.

General Policy:

Welcome to IMMERSE Modern Massage! This handbook has been designed to introduce you to IMMERSE Modern Massage. Herein is a summary of the policies, procedures, rules, pay and benefits to which you are entitled and the obligations you assume as an employee. 

Core Values

IMMERSE is founded  on an essential set of principles known as core values. These principles act as a foundation, or bedrock for every decision made within the business organization. This includes the growth, the operation and vision of IMMERSE, and is the basis for how we hire, fire, and reward within the organization. Having a strong set of core values within IMMERSE creates a stronger sense of unity, trust and wholeness across every facet of the IMMERSE, from employees to customers and ensures the organization is on the right track to accomplish its goals.

  • Loving Kindness

Loving Kindness is a spirit of benevolence which underlies all our activities. It means treating all people with respect and living from a place of wishing that all beings everywhere be released from as much suffering as possible and to live with as much joy in their life as possible. The practice of metta helps us to work together in harmony, enhancing productivity and creativity in order to create a world where everyone is valued and cared for in the spirit of benevolence, loving-kindness, friendliness, goodwill and having an active interest in the wellbeing of others.

  • Humility

Humility is the ability to recognize your own faults and build on them. In a team culture, this means recognizing when you don’t know something and seeking out resources to help you understand it. It also means being open to criticism and feedback from others, which can improve your performance in all aspects of life

  • Compassion

Compassion is a core value at the heart of our culture. It’s about identifying how you can give others whatever support is needed to help them be their best self. We believe in providing an environment where people feel comfortable asking for help, knowing that their concerns will be taken seriously and addressed with honesty, transparency and kindness.

  • Integrity 

Integrity is an essential element of team culture. It includes honesty, fairness and transparency, as well as other values such as respect, responsibility and trust. A person with integrity is reliable, honest and above all has a strong moral compass that guides their actions. These values help people to trust each other at work, which makes it easier for coworkers to work together in pursuit of a common goal.

  • Growth 

Growth is a core value that instills a sense of curiosity about the work we do and how we do it. It encourages us to remain open to new perspectives, as well as speaks to our commitment to continually improving ourselves as individuals and as a team.

  • Accountability

The value of accountability is important to any successful team. The ability for all individuals to be honest about their shortcomings is the first step towards improving as a team. A company that does not value accountability will fail because there are no consequences for subpar performance or failure, leading to greater issues down the road. While it is important for everyone on your project to be accountable for their roles, leaders in any organization must also take special note in ensuring that everyone knows what they’re supposed to do and if they’re meeting expectations before hiring, firing or rewarding any particular behavior.”

Rules of Conduct:

Rules of conduct for IMMERSE Modern Massage employees are intended to promote the orderly and efficient operation of IMMERSE Modern Massage as well as protect the rights of all employees. Violations, therefore, shall be regarded as cause for disciplinary action.

These rules are published for the employees’ information and protection. Ignorance of work rules is not an acceptable excuse for violation. It is each employee’s responsibility to know the rules and abide by them.

Your manager or human resources representative will be consulted regarding the consistency of rule interpretation and appropriateness of the penalty being applied for violation of any of the following rules of conduct.

For violation of any of the following rules, an employee shall be subject to penalties ranging from a formal written warning notice up to, and including, discharge.

  1. Neglect of duty.
  • Insubordination or refusal to comply with the employer’s instructions unless such instructions are injurious to the employee’s safety and health. In the workplace, insubordination is what happens when a supervisor gives a direct order and an employee doesn’t obey it. Insubordination may also mean the intentional disobedience when a supervisor makes a reasonable, lawful request and may also refer to harassment or disrespectful behavior toward a superior. Besides refusing to perform work duties, insubordination may also include:
  • Inappropriate comments and language
  • Non-performance
  • Confrontation
  • Non-verbal expressions, such as disrespectful gestures like eye-rolling
  • The conduct described below:
  • Immoral or indecent conduct.
  • Conviction of a felony.
  • Conviction of a misdemeanor involving moral turpitude while an employee of the Company.
  • Violation of local, state, or federal law which causes unfavorable publicity to the Company impairs the credibility of the employee to perform the employee’s job or is otherwise connected to Company employment.
  • Intentional falsification of personnel records, payroll reports or other Company records.
  • Theft, intentional destruction, or defacing of Company or employee property.
  • Deliberate or careless conduct endangering the safety of self or other employees, including the provocation or instigation of violence.
  • Consuming alcoholic beverages or cannabis while on duty, except at approved studio functions, or the possession or consumption of illegal drugs.
  • Abusive, threatening or coercive treatment of another employee or member of the public.
  • Reporting for work in an unsafe condition, which includes but is not limited to, being under the influence of alcoholic beverages or drugs. An employee who so reports in an unsafe condition shall be sent home with a pending investigation.
  • For other offenses of equal magnitude to the above.

For the commission of any of the following offenses, an employee shall be subject to disciplinary action up to and including discharge. Disciplinary action for the same or different offenses shall progress in the following manner:

  • Verbal warning. Verbal statement to the employee that he/she has violated a rule and/or regulation and that such violation may not continue.
  • Written reprimand. A formal notification in writing to the employee that he/she has violated a rule and/or regulation.
  • Suspension. Loss of work and wages for a specific number of hours or days, but not for more than one work week, depending on the severity of the offense. Notice of suspension is provided to the employee in writing.
  • Discharge. The employer/employee relationship is severed. If an employee receives four warning notices for the same or different offenses within a period of 12 consecutive months, the employee shall, at the time of the issuance of the fourth such notice, be subject to discharge.
  • Excessive absenteeism.
  • Excessive tardiness.
  • Inattentiveness to work, including but not limited to, failure to start work at the designated time, quitting work before the proper time, or leaving assigned work area, building, or project during working hours without authorization from appropriate supervisor.
  • Posting unauthorized materials on walls or bulletin boards; defacing or removing Company property
  • Violation of a safety rule or safety practice.
  • Smoking in prohibited areas.
  • Failure to report for work without giving the supervisor notice of absence within two hours after the beginning of the scheduled workday.
  • Vending, soliciting or collecting contributions on the Company’s time or premises without the prior appropriate authorization from the Company.
  • Gambling, lottery, or any other game of chance on the employer’s premises during working hours.
  • Any other offense of equal magnitude to the above.


Confidential Information:

It is each employee’s responsibility to become familiar with the provisions included in this policy.

The following policy governs the disclosure of confidential information held in any manner by employees of IMMERSE Modern Massage. The purpose of this policy is to protect and safeguard individual and Company information used throughout the Company.

  • For purposes of this policy, “confidential information” includes, but is not limited to:
  • Employee and Client information and personal records.
  • Nonpublic personal information, concerning Employees and Clients including, but not limited to, identification numbers, information system user identification numbers and passwords, Social Security numbers, internal communications, banking or financial information, medical and health information, disability status or special needs, insurance information, and personal benefits information.
  • Company related information which has not been publicly published or released with Company authorization, including but not limited to budget, financial, negotiation, bidding, and other information.
  • Company research data, information, and findings that are protected by law, contract or policy.
  • Information described as confidential under any other Company policy, rule or directive.
  • Other information and records which the employee is directed under proper authority to not disclose. Confidential information does not include information publicly disclosed by the Company or which is required to be disclosed pursuant to law or contract.
  • All Company employees must hold any confidential information in trust and confidence, and not use or disclose it or any embodiment thereof, directly or indirectly, except as may be necessary in the performance of duties for the Company or as otherwise required by law or contract.
  • Company employees may not remove confidential information from Company property, or duplicate confidential information unless authorized by the Company to do so. Upon termination of any assignment or as directed by a supervisor, employees shall return all such materials and copies thereof to their proper location.
  • All requests by external entities or persons for the disclosure of confidential Company information should be promptly directed to Management unless the employee has received previous Management authority to respond to such a request.
  • Questions regarding authorized disclosure or use under this policy should be directed to the Company employee’s supervisor prior to disclosure or use.
  • Company employees who violate this policy will be subject to legal action, including but not limited to disciplinary action up to and including termination of their employment or contractual relationship.

Prohibited Conduct:

Employees are prohibited from making threats or engaging in violent activities. This list of behaviors, while not inclusive, provides examples of conduct that is prohibited.

  • Causing physical injury to another person.
  • Making threats of any kind.
  • Aggressive, hostile or violent behavior, such as intimidation of others; attempts to instill fear in others; or subjecting others to emotional distress.
  • Other behavior which suggests a propensity toward violence, which may include belligerent speech, excessive arguing or swearing, sabotage or threats of sabotage of Company property, or a demonstrated pattern of refusing to follow Company policies and procedures.
  • Intentionally damaging Company property or property of another employee or member of the public.
  • Possession of a weapon while on Company property or while on Company business.
  • Committing acts motivated by, or related to, sexual harassment or domestic violence.

Drug-free Workplace:

The Company prohibits the unlawful manufacture, distribution, dispensing, possession or use of a controlled substance in the workplace. All employees must abide by the terms of this drug-free workplace policy. Employees violating such prohibition will be subject to disciplinary action, up to and including discharge.

The term “controlled substance” refers to all illegal drugs and to legal drugs used without a physician’s order. It does not prohibit taking prescription medication under the direction of a physician.

Sexual Harassment Policy:

IMMERSE Modern Massage is committed to maintaining a workplace free from sexual harassment. Sexual harassment is a form of workplace discrimination. All employees are required to work in a manner that prevents sexual harassment in the workplace. This Policy is one component of IMMERSE Modern Massage’s commitment to a discrimination-free work environment. Sexual harassment is against the law and all employees have a legal right to a workplace free from sexual harassment and employees are urged to report sexual harassment by filing a complaint internally with management or the owner directly. Employees can also file a complaint with a government agency or in court under federal, state or local anti-discrimination laws.


  • IMMERSE Modern Massage’s policy applies to all employees, applicants for employment, interns, whether paid or unpaid, contractors and persons conducting business, regardless of immigration status, with IMMERSE Modern Massage. In the remainder of this document, the term “employees” refers to this collective group.
  • Sexual harassment will not be tolerated. Any employee or individual covered by this policy who engages in sexual harassment or retaliation will be subject to remedial and/or disciplinary action (e.g., counseling, suspension, termination).
  • Retaliation Prohibition: No person covered by this Policy shall be subject to adverse action because the employee reports an incident of sexual harassment, provides information, or otherwise assists in any investigation of a sexual harassment complaint. IMMERSE Modern Massage will not tolerate such retaliation against anyone who, in good faith, reports or provides information about suspected sexual harassment. Any employee of IMMERSE Modern Massage who retaliates against anyone involved in a sexual harassment investigation will be subjected to disciplinary action, up to and including termination. All employees, paid or unpaid interns, or non-employees working in the workplace who believe they have been subject to such retaliation should inform a supervisor or manager. All employees, paid or unpaid interns or non-employees who believe they have been a target of such retaliation may also seek relief in other available forums, as explained below in the section on Legal Protections.
  • Sexual harassment is offensive, is a violation of our policies, is unlawful, and may subject

IMMERSE Modern Massage to liability for harm to targets of sexual harassment. Harassers may also be individually subject to liability. Employees of every level who engage in sexual harassment, including managers and supervisors who engage in sexual harassment or who allow such behavior to continue, will be penalized for such misconduct.

  • IMMERSE Modern Massage will conduct a prompt and thorough investigation that ensures due process for all parties, whenever management receives a complaint about sexual harassment, or otherwise knows of possible sexual harassment occurring. IMMERSE Modern Massage will keep the investigation confidential to the extent possible. Effective corrective action will be taken whenever sexual harassment is found to have occurred. All employees, including managers and supervisors, are required to cooperate with any internal investigation of sexual harassment.
  • All employees are encouraged to report any harassment or behaviors that violate this policy. IMMERSE Modern Massage will provide all employees with a complaint form for employees to report harassment and file complaints.
  • Managers and supervisors are required to report any complaint that they receive or any harassment that they observe or become aware of, to Human Resources.
  • This policy applies to all employees, paid or unpaid interns, and non-employees and all must follow and uphold this policy. This policy must be provided to all employees and should be posted prominently in all work locations to the extent practicable (for example, in the main office, not an offsite work location) and be provided to employees upon hiring.

What Is “Sexual Harassment”?

Sexual harassment is a form of sex discrimination and is unlawful under federal, state, and (where applicable) local law. Sexual harassment includes harassment on the basis of sex, sexual orientation, self-identified or perceived sex, gender expression, gender identity and the status of being Transgender.

Sexual harassment includes unwelcome conduct which is either of a sexual nature or which is directed at an individual because of that individual’s sex when:

  • Such conduct has the purpose or effect of unreasonably interfering with an individual’s work the performance or creating an intimidating, hostile or offensive work environment, even if the reporting individual is not the intended target of the sexual harassment;
  • Such conduct is made either explicitly or implicitly a term or condition of employment; or
  • Submission to or rejection of such conduct is used as the basis for employment decisions affecting an individual’s employment.

A sexually harassing hostile work environment includes, but is not limited to, words, signs, jokes, pranks, intimidation or physical violence which are of a sexual nature, or which are directed at an individual because of that individual’s sex. Sexual harassment also consists of any unwanted verbal or physical advances, sexually explicit derogatory statements or sexually discriminatory remarks made by someone which are offensive or objectionable to the recipient, which cause the recipient discomfort or humiliation, which interfere with the recipient’s job performance.

Sexual harassment also occurs when a person in authority tries to trade job benefits for sexual favors. This can include hiring, promotion, continued employment or any other terms, conditions or privileges of employment. This is also called “quid pro quo” harassment. Any employee who feels harassed should report so that any violation of this policy can be corrected promptly. Any harassing conduct, even a single incident, can be addressed under this policy.

Examples of sexual harassment:

The following describes some of the types of acts that may be unlawful sexual harassment and that are strictly prohibited:

  • Physical acts of a sexual nature, such as:
  • Touching, pinching, patting, kissing, hugging, grabbing, brushing against another employee’s body or poking another employee’s body;
  • Rape, sexual battery, molestation or attempts to commit these assaults.
  • Unwanted sexual advances or propositions, such as:
  • Requests for sexual favors accompanied by implied or overt threats concerning the target’s job performance evaluation, a promotion or other job benefits or detriments;
  • Subtle or obvious pressure for unwelcome sexual activities.
  • Sexually oriented gestures, noises, remarks or jokes, or comments about a person’s sexuality or sexual experience, which create a hostile work environment.
  • Sex stereotyping occurs when conduct or personality traits are considered inappropriate simply because they may not conform to other people’s ideas or perceptions about how individuals of a particular sex should act or look.
  • Sexual or discriminatory displays or publications anywhere in the workplace, such as:
  • Displaying pictures, posters, calendars, graffiti, objects, promotional material, reading materials or other materials that are sexually demeaning or pornographic. This includes such sexual displays on workplace computers or cell phones and sharing such displays while in the workplace.
  • Hostile actions taken against an individual because of that individual’s sex, sexual orientation, gender identity and the status of being transgender, such as:
  • Interfering with, destroying or damaging a person’s workstation, tools or equipment, or otherwise interfering with the individual’s ability to perform the job;
  • Sabotaging an individual’s work;
  • Bullying, yelling, name-calling.

Who can be a target of sexual harassment?

Sexual harassment can occur between any individuals, regardless of their sex or gender. Oregon Law protects employees, paid or unpaid interns, and non-employees, including independent contractors, and those employed by companies contracting to provide services in the workplace. Harassers can be a superior, a subordinate, a coworker or anyone in the workplace including an independent contractor, contract worker, vendor, client, customer or visitor.

Where can sexual harassment occur?

Unlawful sexual harassment is not limited to the physical workplace itself. It can occur while employees are traveling for business or at employer sponsored events or parties. Calls, texts, emails, and social media usage by employees can constitute unlawful workplace harassment, even if they occur away from the workplace premises, on personal devices or during non-work hours.


Unlawful retaliation can be any action that could discourage a worker from coming forward to make or support a sexual harassment claim. Adverse action need not be job-related or occur in the workplace to constitute unlawful retaliation (e.g., threats of physical violence outside of work hours). Such retaliation is unlawful under federal, state, and (where applicable) local law. Protected activity occurs when a person has:

  • made a complaint of sexual harassment, either internally or with any anti-discrimination agency;
  • testified or assisted in a proceeding involving sexual harassment under the Human Rights Law or other anti-discrimination law;
  • opposed sexual harassment by making a verbal or informal complaint to management, or by simply informing a supervisor or manager of harassment;
  • reported that another employee has been sexually harassed; or encouraged a fellow employee to report harassment.

Even if the alleged harassment does not turn out to rise to the level of a violation of law, the individual is protected from retaliation if the person had a good faith belief that the practices were unlawful. However, the retaliation provision is not intended to protect persons making intentionally false charges of harassment.

Reporting Sexual Harassment

Preventing sexual harassment is everyone’s responsibility. IMMERSE Modern Massage cannot prevent or remedy sexual harassment unless it knows about it. Any employee, paid or unpaid intern or nonemployee who has been subjected to behavior that may constitute sexual harassment is encouraged to report such behavior to a supervisor, manager or Human Resources Representative.

Anyone who witnesses or becomes aware of potential instances of sexual harassment should report such behavior to a supervisor, manager or Human Resources Representative.

Reports of sexual harassment may be made verbally or in writing. A form for submission of a written complaint can be obtained from the employee’s Human Resource Manager.

Employees, paid or unpaid interns or non-employees who believe they have been a target of sexual harassment may also seek assistance in other available forums, as explained below in the section on Legal Protections.

Supervisory Responsibilities

All supervisors and managers who receive a complaint or information about suspected sexual harassment, observe what may be sexually harassing behavior or for any reason suspect that sexual harassment is occurring, are required to report such suspected sexual harassment to their Human Resources Representative.

In addition to being subject to discipline if they engaged in sexually harassing conduct themselves, supervisors and managers will be subject to discipline for failing to report suspected sexual harassment or otherwise knowingly allowing sexual harassment to continue. Supervisors and managers will also be subject to discipline for engaging in any retaliation.

Complaint and Investigation of Sexual Harassment

All complaints or information about sexual harassment will be investigated, whether that information was reported in verbal or written form. Investigations will be conducted in a timely manner, and will be confidential to the extent possible.

An investigation of any complaint, information or knowledge of suspected sexual harassment will be prompt and thorough, commenced immediately and completed as soon as possible. The investigation will be kept confidential to the extent possible. All persons involved, including complainants, witnesses and

alleged harassers will be accorded due process, as outlined below, to protect their rights to a fair and impartial investigation.

Any employee may be required to cooperate as needed in an investigation of suspected sexual harassment. IMMERSE Modern Massage will not tolerate retaliation against employees who file complaints, support another’s complaint or participate in an investigation regarding a violation of this policy.

While the process may vary from case to case, investigations should be done in accordance with the following steps:

  • Upon receipt of complaint, Management will conduct an immediate review of the allegations, and take any interim actions (e.g., instructing the respondent to refrain from communications with the complainant), as appropriate. If complaint is verbal, encourage the individual to complete a complaint in writing.
  • If documents, emails or phone records are relevant to the investigation, take steps to obtain and preserve them.
  • Request and review all relevant documents, including all electronic communications.
  • Interview all parties involved, including any relevant witnesses;
  • Create a written documentation of the investigation (such as a letter, memo or email), which contains the following:
  • A list of all documents reviewed, along with a detailed summary of relevant documents;
  • A list of names of those interviewed, along with a detailed summary of their statements;
  • A timeline of events;
  • A summary of prior relevant incidents, reported or unreported; and
  • The basis for the decision and final resolution of the complaint, together with any corrective action(s).
  • Keep the written documentation and associated documents in a secure and confidential Location.
  • Promptly notify the individual who reported and the individual(s) about whom the complaint was made of the final determination and implement any corrective actions identified in the written document.
  • Inform the individual who reported, of the right to file a complaint or charge externally as outlined in the next section.

Legal Protections And External Remedies

Sexual harassment is not only prohibited by IMMERSE Modern Massage but is also prohibited by state, federal, and, where applicable, local law. Aside from the internal process at IMMERSE Modern Massage, employees may also choose to pursue legal remedies with the following governmental entities. While a private attorney is not required to file a complaint with a governmental agency, you may seek the legal advice of an attorney. In addition to those outlined below, employees in certain industries may have additional legal Protections.

State Human Rights Law (HRL)

The Human Rights Law (HRL), codified as N.Y. Executive Law, art. 15, § 290 et seq., applies to all employers in New York State with regard to sexual harassment, and protects employees, paid or unpaid interns and non-employees, regardless of immigration status. A complaint alleging violation of the Human Rights Law may be filed either with the Division of Human Rights (DHR) or in New York State Supreme Court.

Complaining internally to IMMERSE Modern Massage does not extend your time to file with in court.

The one year or three years is counted from the date of the most recent incident of harassment.

Civil Rights Act of 1964

The United States Equal Employment Opportunity Commission (EEOC) enforces federal antidiscrimination laws, including Title VII of the 1964 federal Civil Rights Act (codified as 42 U.S.C. §2000e et seq.). An individual can file a complaint with the EEOC anytime within 300 days from the harassment. There is no cost to file a complaint with the EEOC. The EEOC will investigate the complaint, and determine whether there is reasonable cause to believe that discrimination has occurred, at which point the EEOC will issue a Right to Sue letter permitting the individual to file a complaint in federal court.

The EEOC does not hold hearings or award relief, but may take other action including pursuing cases in federal court on behalf of complaining parties. Federal courts may award remedies if discrimination is found to have occurred. In general, private employers must have at least 15 employees to come within the jurisdiction of the EEOC.

An employee alleging discrimination at work can file a “Charge of Discrimination.” The EEOC has district, area, and field offices where complaints can be filed.

Contact the EEOC by calling 1-800-669-4000 (TTY: 1-800-669-820), visiting their website at www.eeoc.gov or via email at info@eeoc.gov.

Local Protections

Many localities enforce laws protecting individuals from sexual harassment and discrimination. An individual should contact the county, city or town in which they live to find out if such a law exists. For example, employees who work in Portland  may file complaints of sexual harassment with the Portland City Commission


Contact the Local Police Department

If the harassment involves unwanted physical touching, coerced physical confinement or coerced sex acts, the conduct may constitute a crime. Contact the local police department.



Schedule and Expectations:

  • To accommodate treatment room turnover and front desk management scheduling, LMTs should stick with an AM or PM shift
  • AM shifts are 10am – 3:30pm
  • PM shifts are 4pm – 8pm
  • Swing shifts are 11AM-7PM
  • Shifts may vary depending on client booking requests and/or studio staffing needs. For any questions, please reach out to your Front Desk Manager for assistance
  • If you’re sick or need to call out for an emergency, you must call the studio number, and email contact@immersemodernmassage.com. We will need to accommodate your booked clients as quickly as possible
  • Remember: our studio cancellation policy applies to us as well! If we cancel a client booking within 24hrs, we have to discount or comp their next session. We want to accommodate your health and well being, but please bear in mind it’s negative financial impact on the studio


As part of IMMERSE Modern Massage, we will provide training on our process, including massage techniques, and movements designed to help your clients explore new movement possibilities during onboarding. As this training is an investment intended to reward both you and IMMERSE Modern Massage, IMMERSE Modern Massage will cover the cost of training paid at $25 per hour, (which do not include treatments provided to you as part of training, which are cojnsidered free massage provided to you by management) and will be given as a bonus after your first 6 pay cycles. In the event that you separate employment from IMMERSE Modern Massage prior to the 3 month mark, you will be required to pay back IMMERSE Modern Massage for the cost of the training. You agree that the cost of training is equal to $25/hour.

Before you begin working with clients, you must finish both in-person and online training.  

The training will be tracked by blocking your schedule in Acuity with a comment indicating that you are in training at that time. This training will allow you to perform services at the shop, but it will not count toward your continuing education with the Oregon Board of Massage Therapists.

If you choose not to be paid for this time, it can be considered to be Continuing Education Credits.

Requesting Time Off

LMTs may request off without finding shift coverage only if the following criteria are met:

  • The date requested off is at least 2 weeks in advance so long as there is nobody already on the calendar
  • There’s a minimum of 2 LMTs on the schedule on weekdays, and 3 LMTs on weekends Otherwise, LMTs are 100% responsible for finding another LMT to cover their shift (they should send out a group email for coverage)

Maxing Out

LMTs may choose to “max out” their shifts, which means they can block the remainder of their schedule for that day and not take anymore appointments ONLY IF a minimum of 3.5 hours of massage is

scheduled (i.e.- 2x 1-hour massages + 1x 90-minute massage = 3.5 hrs of massage). Schedules cannot be blocked off before this requirement. If a therapist is maxed out and one of their clients cancels or re-schedules to another day, please note that the front desk can undo the “max out” if the result is less than 3.5 hrs of massage scheduled. It is also not required to max out; it is an available option.

LMTs may also choose a maximum number of clients they will see OR total hours of massage they can accommodate per shift (i.e.- 4 clients or 5 hours of massage). Please inform the front desk if there is a maximum number you’d like to set, and we can be on the lookout for any new or online bookings that would require us to max out the remainder of your schedule.

Changing Ongoing Schedule

As an employee you must adhere to a set schedule when we can reliably know you are available to work. We understand that schedules change, but adding yourself to the schedule for additional days or removing recurring shifts must be discussed with and approved by management with advance notice.

What Happens When You’re Late?:

We understand that things happen and on a rare occasion, running late will be unavoidable. If an LMT is running late, it’s up to the LMT to contact management and not the other way around. Please notify your Front Desk immediately via phone call and email! 


Vacation, holidays, jury duty, paid funeral leave, lack of work, military leave, and lay-off will not count as incidents. Pre-approved time off requests and pre-approved leaves of absence will not count as incidents.

Incident Breakdown

Any employee who fails to call in and/or report to work for two (2) consecutive workdays is VOLUNTARILY terminating their employment.

  • I understand that when an incident occurs I will receive a verbal or written warning from the Front Desk and the incident will be noted on my employee profile.
  • I agree that if I accumulate four incidents within a 90 day period it will result in suspension and/or termination of employment, pending investigation and review by management.

Based on the number of incidents in a twelve-month rolling period, an employee will be subject to disciplinary action should they accrue 3 or more tardies/absences under the following guidelines:

  • First absence/tardy: verbal warning
  • Second absence/tardy: written warning
  • Third absence/tardy: final written warning
  • Fourth absence/tardy: Subject to termination or demotion at Management’s discretion


  • Perfect attendance: No absences or tardies in any twelve (12) month period.
  • Absence: An absence from work is defined as the failure of any employee to report to work when scheduled. This applies to any assignment, be it a regular shift, overtime work, work related meetings, lunch, etc.
  • Tardy: Tardiness occurs when an employee is not present, and ready to begin working, at his/her workstation at their scheduled time. Tardiness also occurs when an employee leaves work prior to the end of their scheduled shift without prior approval.
  • No Call/No Show: Employees must report their absence each day; failure to do so is considered a no call/no show. Also, failure to report one’s absence at least twelve (12) hours prior to the start of the scheduled shift will be regarded as a no call/no show.

Exception: Vacation, paid holidays, jury duty, paid funeral leave, job related injuries, lack of work, military leave, and lay-off will not count as incidents. Pre-approved time off request and pre-approved leaves of absence will not count as incidents. Any employee who fails to call in and/or report to work for two (2) consecutive workdays is VOLUNTARILY terminating their employment. Should employees be late more than 3 times without just cause, their employment is subject to performance warnings and termination. Reporting Requirements:

Employees must notify their supervisor at least 12 hours prior to the start of their scheduled shift if they are going to be absent or 30 minutes if they are going to be late.

Guidelines for Attendance Control:

Based on the number of incidents in a twelve-month rolling period, an employee will be subject to disciplinary action should they accrue 3 or more tardies/absences under the following guidelines:

  • First absence/tardy: verbal warning
  • Second absence/tardy: written warning
  • Third absence/tardy: final written warning
  • Fourth absence/tardy: Subject to termination or demotion at Management’s discretion
  • Acknowledgement & Receipt of Employee Handbook 

    To sign your employee handbook and our policies click here. *this step is required before your first day

Download Acuity

Acuity our full service calendar, online booking and point of sale system. It’s where you’ll check your appointments when you’re booked. 

To download the app and get started, click one of the links below:

Google Play: https://play.google.com/store/apps/details?id=com.acuityscheduling.app.android&gl=US

Apple Store: https://apps.apple.com/us/app/acuity-scheduling-admin/id1179146771

Gusto Payroll

Our company Inner Expression Wellness, LLC doing business as IMMERSE Modern Massage uses Gusto for payroll. We will send you an invite to onboard. Gusto sends your W-2 at the end of each year digitally. Payroll is every two weeks on Friday unless in case of a business holiday, and the pay cycle ends the Sunday before the check is due.

Commission Pay:

For services, you receive 35.7% of the base rate for each service session. For example, if a session lasts 60 minutes, you will earn approximately $50, and for a 90-minute session, you will earn about $62.50. If a session is part of a membership or package, you will still be paid the same rate.

Packages / Plans of Care:

When you sell a package you receive a 10% commission of the package price, added to your paycheck for that pay cycle.

Package prices:

  • 3 Pack 60 & 90 Min IMMERSE Sessions, have no discount for the client.

A $100 discount to the client is included in the 5-session package pricing:

  • 5 Pack 60 Min IMMERSE – $600.00 Your Comission: $60
  • 5 Pack 90 Min IMMERSE – $775.00 Your Comission: $77.50

A $250 discount to the client is included in the 10-session package pricing:

  • 10 Pack 60 Min IMMERSE – $1,150.00 Your Commission: $115
  • 10 Pack 90 Min IMMERSE – $1,500.00 Your Comission: $150

Calendar & Client Management

Checking Out & Booking Appointments on Acuity


Checking Your Calendar & On Being “On Call”

We have a 3-hour wait time for appointments. So, if you don’t have any appointments, you are on call. Clients can only book online with at least 3 hours notice to the therapist, otherwise we will call you to ask if you can come in sooner. When a client confirms their booking, therapists will get an email.


Checking out Clients Who Already Have Packages


Taking Extra Time w/ Weighted Blankets – Setting a Massage Table with a Weighted Blanket

Using our weighted blankets take extra care and attention. When you are flipping clients over after being supine or prone. be sure to secure the four edges of the blanket’s and pay attention to make sure the blanket doesn’t fall off the client.

After the client is successfully flipped over, be sure to redistribute the weight evenly between the four corners of the blanket over the table to ensure effective draping and comfort.

Hot Towel Aromatherapy Protocol




Plans of Care are by far the very most important part of your training, and may require the most coaching. Be patient with yourself learning this process, and don’t hesitate to reach out for help! It’s very simple once you understand the process.


Phase 1: Eliminate Pain and Discomfort

  • Identify Goals, and Speak to their “Why”
  • Assessment
  • Plan of Care
    • Weekly Massage
    • Stretch Recommendations
    • Self Massage Recommendations
    • Postural Awareness


In Phase 1, we try to quickly identify the root cause of our clients discomfort and create a plan of care to help them out of discomfort as quickly as possible by advocating for regular stretching, self massage and daily postural awareness

Phase 2: Fix The Root Issue

  • Pass The Threshold For Pain
  • Continue To Work On Postural Awareness
  • Strengthen Synergists
  • Work Up and Down The MSK Chain


In Phase 2, the client is relieved of pain, and we fortify their progress with strengthening movements. By persistently massaging the tight, tense problem areas and suggesting strengthening exercises for weaker areas to enhance their posture (acting synergistically with the main areas we were stretching previously), we can effectively and rapidly eradicate the underlying cause of their pain, and prevent it from recurring in the future.


Phase 3: Bulletproof Their Progress:

  • Maintenance
  • Protect their progress
  • Prevent future injury/flareups
  • Help them be their best self by enjoying the activities they love the most


In Phase 3, we aim to maintain our client’s progress by preventing injury, maintaining their progress and helping them be their best self.

Typcaily we see monthly massage works best for people, but if they are well resourced, quarterly or as needed massage can be good for some people.

Watch the videos below to get started creating SUPERSTAR treatment plans for your clients.

Plan of Care Presentation Example 1:

Plan of Care Presentation Example 2:

Requesting Time Off – Time Off Sheet

To guarantee an approved shift off, you must give us at least 2 weeks notice (preferably 4 weeks), and there should be no existing appointments on your calendar for that day.

If there are appointments already booked on the day you are scheduled to take off, your shift must be covered, unless both management and your client approve otherwise.

* Once you add a shift to the  LMT coverage sheet, text your manager letting them know you made a request.

* Add any new shifts you need covered at bottom of this sheet, an admin will put them in chronological order

* No deleting once you list a shift; if coverage is no longer needed, please make a note about this.

*If you want a shift back, the person covering must agree since it is their shift now and then let manager know

**If 2 people have requested a specific day off before you, you must get management approval before listing it here.

**Weekend shifts are not guaranteed off until covered! Appointments will be booked until coverage is found, at which point they will be moved over.

If you have extenuating circumstances, let management know and we will do our best to help accommodate.

Click below to open the sheets below in a new tab:

Staff Contact List / LMT Coverage Sheet

LMT Coverage Sheet:



Master Contact List

Pre-Treatment Assessments

The Gold Standard of Clinical Massage & Effective Treatment Planning

Why We Assess Before We Treat

Before a client ever lies down on the table, assessments such as range of motion and postural assessments are vital for building trust and creating your daily / long term treatment plans. These assessments should take 2 minutes or less and helps us also do much more effective work.

The Two Types of Assessments:

  1. Range of motion assessment measures mobility, and pin-point where people’s pain is coming from, while
  2. Postural Assessment looks at the bigger picture of body alignment.


These assessments help therapists understand clients‘ needs, tailor treatments, and foster trust.

By using these assessments, therapists can develop highly personalized treatment plans for both same-day and long-term plans. This thorough approach instills confidence in clients, strengthens the therapeutic relationship, and increases the likelihood of positive outcomes.

These are two quick assessments that can be done for the neck and shoulders to check in on restrictions. Note: the power in their simplicity. Some people feel these assessments  in very different places throughout their, neck, shoulders, and arms, which makes it an extremely effective tool.

Future Video: (Insert Palpation video here – lumbar-to core)

Future Video: (core strength assessment – transverse abdominis – cough)

Lumbar Body Awareness Exercise:

Just to emphasize how heavy your head is, and how heavy it can weigh on the entire back:

Neck & Shoulder Care

We can’t diagnose or claim to treat medical conditions, but we can assist individuals by helping them eliminate pain and teach them how to prevent it from occurring in the future

Within the Oregon LMT Scope of Practice, we can “suggest new possibilities for movement” but not prescribe movement patterns, regimines, or routines.

Common Issues

Your neck is an incredible part of your body, but sometimes, our necks can experience a few problems.

Let’s learn about three common neck issues: text neck, upper cross syndrome, and kyphosis.



Text Neck

First we have text neck.When we spend too much time with our heads bent forward, it puts a lot of strain on our necks.

In fact, every inch forward your head is, it DOUBLES the tension on your upper back, neck and shoulder muscles/ starting with about 25 pounds!

So for these folks, remind them to take breaks, look up, and keep devices at eye level to avoid text neck.

Upper Cross Syndrome

Next, let’s talk about upper cross syndrome.

Imagine you have super tight chest muscles and super weak upper back muscles. Well, that’s what upper cross syndrome is like.

When we slouch or have poor posture, our chest muscles get tight and our upper back muscles get weak. It’s like a battle between the two!

This can lead to horrible neck and shoulder pain.

So, try to run them through some postural awareness, teach them how to sit up straight with some of the postural awareness, stretches and exercises offered here by stretching their chest and strengthening their backs.


Lastly, we have kyphosis, much like upper cross. It’s a condition where the upper back becomes rounded and the shoulders droop forward.

The pressure can travel down their back causing low back pain.

Sometimes, it can happen due to poor posture, but other times it might be caused by certain medical conditions. If you notice someone with kyphosis, be understanding and remember that they may need special support. And for yourself, it’s important that they maintain good posture, exercise regularly, and take care of their back and neck.

Remember, taking care of your neck is important for your overall well-being.

So, let’s keep our heads up, be mindful of our posture, and take regular breaks from our devices. Your neck will thank you!

Importance of Neck and Shoulder Posture Awareness

Have your clients ever experienced neck and shoulder pain?

Head posture plays a crucial role in maintaining a healthy alignment and reliving neck, shoulder, and upper back discomfort.

By consciously drawing our head back over our heart and torso properly, we can reduce a tremendous amount of tension in our back and neck.



<p>add self massage traps + pin and stretch + life hack</p>

Qi Gong / Nerve Flossing:

This is also a great assessment tool for pre and post session!

Bruegger’s Release:

This can be done standing, or sitting.

Shoulder Away From Ears Stretch:


Low Back & Hip Care

*While we can’t diagnose or claim to treat specific medical conditions, we can help people get out of pain and show them how to stay out of pain.

Within the Oregon LMT Scope of Practice, we can “suggest new possibilities for movement” but not prescribe movement patterns, regimines, or routines.

Small Muscles Doing Big Jobs

Tiny Muscles In Chronic Tension/Spasm

Low Back Pain can often manifest from a weakness in the hips, where the smaller muscles (piriformis, gluteus medius/minimus) try to take over for bigger, weaker muscles – causing tensison and pain.

Tight piriformis/ Gluteus Medius taking over for lack of tone in bigger muscles of the hips such as gluteus maximus:

File:Piriformis large.gif

File:Gluteus medius.gif

Counterbalancing, Front To Back, and Side To Side

When The Low Back is Too Strong, and Core is Too Weak

Most lower back pain comes from tension in the lumbar, erector spinae muscles, QL, etc, and a lack of muscle tone in the core, transverse abdominis, etc.

Lower back pain often manifests when the lumbar muscles are TOO STRONG.

One way to counterbalance this can be by strengthening the hips and core/abdomen to offset any tensison in these areas.

The abominals when weak, can cause unnecessary tension in the lumbar, Longissimus. They are synergists of spinal flexion and extension.

File:Rectus abdominis.pngFile:Longissimus.png

Lack of core strength can also cause tension in the hip flexors, such as rectus femoris, and psoas.

Video for quickly assessing and treating psoas tension below:


Importance of Neck and Shoulder Posture Awareness

Have your clients ever experienced neck and shoulder pain?

Head posture plays a crucial role in maintaining a healthy alignment and reliving neck, shoulder, and upper back discomfort.

By consciously drawing our head back over our heart and torso properly, we can reduce a tremendous amount of tension in our back and neck.

Fun Fact:

Every inch forward your head is from the midline, it doubles the pressure applied to your upper back and neck muscles.

That means:

1 inch forward from the midline adds 50 pounds of pressure to your upper back, neck and shoulders

and 2 inches forward from the midline adds an astonishing 100 pounds of pressure!

You can see how quickly this can add up over time for someone sitting at a desk.


One Simple Fix:

When we remind our clients to be aware of their posture in all of their daily activities, we can give power back to them, empowering them between sessions. With proper alignment, bringing the head over the heart, and the heart over the hips, most issues can be healed. 

When coupled with weekly massage, this simple awareness heals most neck and shoulder problems.

Later on in treatment plans, after the neck is released from its unnatural holding position, it is helpful to begin and strengthening the upper back and back of the neck to fortify their progress. We will continue on with exercise recommendations later on in this section.

Effective Psoas Assessment and Treatment:

Peanut Roller Glute/Piriformis Self Massage

Dead Bug Core Strengthening Exercise:

The most posturally restorative core exercise


We extend our heartfelt gratitude for your completion of the employee training at IMMERSE Modern Massage!

We deeply appreciate your dedication to expanding your knowledge and skills in alignment with our mission and core values.

From the comprehensive plans of care we provide, to exceptional concierge service, assessments, and self-care recommendations. Each module has equipped you with invaluable tools for success.

Your commitment to delivering personalized experiences and expanded education is certain to assist your career growth and our clients’ satisfaction.

We are thrilled to have you as part of our team and eagerly look forward to hearing about your success at IMMERSE Modern Massage.

Thank you once again for your unwavering dedication to your craft and to the people we serve.






Owner, IMMERSE Modern Massage

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