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​​​​​FAQs


Pre-Hire FAQs

What services can the Family Recruited Employee (FRE) provide?

  • Each funding stream has specific parameters about which services and supports can be provided. The amount and type of services must be pre-approved on the Prior Authorization Request (PAR) or other approved Plan of Care.  This information should be confirmed with the individual's Case Manager or designated contact before scheduling a new FRE.  FREs can be scheduled to work up to 40 hours per week.  FREs cannot be reimbursed for attending Individualized Planning meetings. 

Can a family member who lives with the individual receiving services be paid to provide services?

  • Depending on the funding source, family members who live in the same home as the individual receiving services can be hired as an FRE to assist with some services approved in the Plan of Care.

Family members living in the same home may not be paid to provide:

  • G-Tube feedings and G-Tube care are not authorized for any Family Recruited Employee
  • Behavioral services

Funding sources determine which family members are eligible for payment.

Can an FRE provide 24-hour respite care?

  • In most cases, no.  Each funding stream has its own parameters.  Please check with your Case Manager or designated contact person.

What is the difference between the employees wage and the billable rate to the client's plan?

  • The difference between the employee wage and the rate billed to the plan is the cost of doing business, which includes but is not limited to paying for Workers Comp. insurance, payroll, taxes, unemployment claims, paying employees for attending hire appointments, live and online training time and documentation of services.

How much respite can be paid for through the FRE service at Imagine!?

  • Due to the reimbursement rates set by the State for most funding sources, individuals receiving services are limited to no more than 10 hours of respite in any 24-hour period.  Families must check with the Case Manager or designated contact person to review the type of respite authorized in the plan before scheduling employees.

***Information on Respite services:***

  • Clients can receive no more than 10 hours of Respite from all providers combined within any 24 hour period.  (This includes O&A summer camps and all services billed under the category Respite.) It is the responsibility of the monitoring family member to ensure that scheduling does not exceed this limit per any 24 hour period.

Can an FRE provide group respite services?

  • In most cases, no.  The FRE service is designed to be a 1:1 support system, however, exceptions may be made in situations where there are more than one eligible individual in a household.

Are Family Recruited Employees required to obtain an influenza vaccination?

  • At hire, Imagine! will provide FRE's information outlining the benefits and risks of influenza immunization, provide community resources on the availability of influenza immunizations and provide information on the importance of adhering to standard precautions.
  • The FRE Program Manager will ensure families, individuals receiving services, and employees establish sound practices for preventing the spread of influenza during, including cancelling shifts if any party involved is experiencing the onset of influenza symptoms.​


Post-Hire FAQs​

Is it possible to change the services currently being delivered?

  • Families must contact their Case Manager/designated contact to find out what is possible within the approved plan, and then contact the FRE Program Manager with any approved changes prior to scheduling the FRE.
  • In some cases, changes in service delivery must be approved by the State.  The Case Manager will inform the family and FRE Program Manager if/when the requested change in services has been approved.
  • The Case Manager must have the revised plan approved and all necessary paperwork to the SLS/CES Billing Manager by the 20th of the month in order for a change in services to begin on the 1st of the following month.  The FRE Pgm. Mgr will inform the FRE when the change in service delivery can occur.

What if the family reports a discrepancy in the time submitted by an employee?

  • The FRE Program Manager will contact all parties involved to review the issue.
  • If it is determined that services were not provided, the time submitted will not be billed to the individual's plan.  Disciplinary action may be taken against the employee, up to and including termination of employment.

What can families do when services are not satisfactory or no longer needed?

  • Contact the FRE Program Manager, who will work with the family, the FRE, and Imagine!'s Human Resources department to determine how to handle the employment relationship.

How long can an FRE remain on the active employee roster without providing services?

  • FRE's can typically remain on the active roster for up to 3 months without providing any services.  After 3 months, the employee and family will be contacted to determine employment status. 
  • Families who would like to hire an employee to work less than once every 3 months must communicate the potential schedule of support to the FRE Program Manager before hire.

What is the difference between the employees wage and the billable rate to the client's plan?

  • The difference between the employee wage and the rate billed to the plan is the cost of doing business, which includes but is not limited to paying for Workers Comp. insurance, payroll, taxes, unemployment claims, paying employees for attending hire appointments, live and online training time and documentation of services.

Can a family member terminate the Family Recruited Employee?

  • No – the Family Recruited Employee is an Imagine! employee.  Only Imagine! can terminate employment.
  • Terminating employment must be coordinated by Imagine!'s Human Resources department (HR).
  • Please note that Imagine! routinely terminates FREs who have not submitted time for three consecutive months. If you know that you have hired an FRE who will only work during a few weeks or months of the year, you will need to communicate in writing the anticipated dates of work to the FRE Program Manager in order to keep your provider active in the payroll system.

What can a family member do to discontinue the employment relationship with the Family Recruited Employee?

  • Contact the FRE Program Manager and inform of decision to no longer schedule the FRE to work with the individual receiving services.

What happens if the FRE is injured on the job?

  • The FRE is given a Worker's Compensation packet at the hire appointment and specific details of what steps to take are discussed with the FRE at that time.
  • The FRE must report a work injury within 24 hours to either Imagine! Human Resources or the FRE Program Manager.  If medical treatment is necessary, the FRE must seek treatment from one of Imagine!'s Designated Workers Compensation Medical Providers.  Only in an emergency can an employee be treated by someone other than a Designated Workers Compensation Medical Provider.
  • If a work injury occurs outside of typical office hours please contact Human Resources or the FRE Program Manager by phone, fax or e-mail to report the injury, and seek treatment from a Designated Workers Compensation Medical Provider, if needed.  Human Resources or the FRE Program Manager will contact you to follow up.​

Can FREs provide services outside of the State of Colorado?

  • All FRE service must be delivered within the State of Colorado. (The only exception to this will be for those individuals who have the Personal Care service category built into their plans. Allowable services outside the State of Colorado under the Personal Care Category include hands-on feeding, bathing, dressing, toileting, and grooming).


Out & About is part of Imagine!, a private, not-for profit corporation that has been providing supports for people who have developmental disabilities since 1963.