Complaint Review: Doug Smith Of NEWHOMES2day.com

I think it's interesting to note that on behalf of this company I was hosting one of their clients until 10 at night in the Fort Worth Area . This company does not appreciate your efforts. I find it very inconsiderate. Never is that mentioned in any of these rebuttals.

Another thing I do not appreciate a member of management in the name of Arden Dermesropyan calling me 7/8 am in the morning to discuss his dressing habits and office politics. This is not professional once again.

The point is people are not getting paid and this company can not take the heat. The issue of paying people has been avoided over and over again. Doug Smith attempts to live a lavish lifestyle (mexico, mercedes, 15K in tiffany products sent to the office ordered by his fiance the former receptionist, etc). He is upset because my exposure is threating his lifestyle. It is getting harder to keep up with the lifestyle apparantly since the phone lines were temporarily disconnected.

I simply do not want to finance (sweating or faciliting business expenses ie cell phones, gas, insurance etc) his lifestyle at the expense of myself and others being exploited and no promise of return their is no promise of return and many people are complaining. There are many expenses in grooming a client and once they finally commit, Doug if he pays will only give you a measly $200 draw. The problem (one of many)is he's not giving people the draw. Before you fill out the draw paperwork he conveintly fires you and that is a consistent behavior. Meanwhile, the managers have not closed one deal since I was there. In other words you plow the ground, you take care of the ground, you provide (expenses) for the ground but you collect no harvest. The boss goes to Mexico but does not pay the bills. Something is not right with that.

This company does not model other 1099 companies that are professional in there approach. That is why I decided to share this information with the public. It obvious that they are upset.

I will be filing a complaint with the IRS for miscategorization of workers. This company wants to control the contractor (1099) blatantly without the responsibility of paying taxes they would bare if you were an employee. The company controls the hours (Monday thru Saturday)and training, etc for example, but wants you to bare expenses for their company. Training and control of hours are typically employee classifications. It's a whole other classification of worker when you don't pay employee/contractor at all. That is called slavery.

This company is looking for a cheap thrill that doesn't exsist. The company wants full control of the worker but once again wants to avoid responsibility. Not paying people is wrong! This is why the Texas workforce is involved.


Generally in a nutshell, you do not have the right to control the details of how the desired results are accomplished. Here is what the IRS states:

People such as lawyers, contractors, subcontractors and auctioneers who follow an independent trade, business, or profession in which they offer their services to the public, are generally not employees. However, whether such people are employees or independent contractors depends on the facts in each case.

The general rule is that an individual is an independent contractor if you, the person for whom the services are performed, have the right to control or direct only the result of the work and not the means and methods of accomplishing the result.

In determining whether the person providing service is an employee or an independent contractor, all information that provides evidence of the degree of control and independence must be considered.

Common Law Rules:

Facts that provide evidence of the degree of control and independence fall into three categories:

Behavioral: Does the company control or have the right to control what the worker does and how the worker does his or her job?
Financial: Are the business aspects of the worker's job controlled by the payer? (these include things like how worker is paid, whether expenses are reimbursed, who provides tools/supplies, etc.)
Type of Relationship: Are there written contracts or employee type benefits (i.e. pension plan, insurance, vacation pay, etc.)? Will the relationship continue and is the work performed a key aspect of the business?

Behavorial Control

Here is what you can do with an employee but NOT an independent contractor:
Behavioral control refers to facts that show whether there is a right to direct or control how the worker does the work. A worker is an employee when the business has the right to direct and control the worker. The business does not have to actually direct or control the way the work is done as long as the employer has the right to direct and control the work.

The behavioral control factors fall into the categories of:

Type of instructions given
Degree of instruction
Evaluation systems
Training
Types of Instructions Given

An employee is generally subject to the business's instructions about when, where, and how to work. All of the following are examples of types of instructions about how to do work.

When and where to do the work.
What tools or equipment to use.
What workers to hire or to assist with the work.
Where to purchase supplies and services.
What work must be performed by a specified individual.
What order or sequence to follow when performing the work.

Misclassification of Employees

Consequences of Treating an Employee as an Independent Contractor
If you classify an employee as an independent contractor and you have no reasonable basis for doing so, you may be held liable for employment taxes for that worker (the relief provisions, discussed below, will not apply). See Internal Revenue Code section 3509 for more information.

Finally,my title was Home Consultant according to my contract. Everyone knows what a consultant/contractor is except for one drunken with power.

I think it's interesting to note that on behalf of this company I was hosting one of their clients until 10 at night in the Fort Worth Area . This company does not appreciate your efforts. I find it very inconsiderate. Never is that mentioned in any of these rebuttals.

Another thing I do not appreciate a member of management in the name of Arden Dermesropyan calling me 7/8 am in the morning to discuss his dressing habits and office politics. This is not professional once again.

The point is people are not getting paid and this company can not take the heat. The issue of paying people has been avoided over and over again. Doug Smith attempts to live a lavish lifestyle (mexico, mercedes, 15K in tiffany products sent to the office ordered by his fiance the former receptionist, etc). He is upset because my exposure is threating his lifestyle. It is getting harder to keep up with the lifestyle apparantly since the phone lines were temporarily disconnected.

I simply do not want to finance (sweating or faciliting business expenses ie cell phones, gas, insurance etc) his lifestyle at the expense of myself and others being exploited and no promise of return their is no promise of return and many people are complaining. There are many expenses in grooming a client and once they finally commit, Doug if he pays will only give you a measly $200 draw. The problem (one of many)is he's not giving people the draw. Before you fill out the draw paperwork he conveintly fires you and that is a consistent behavior. Meanwhile, the managers have not closed one deal since I was there. In other words you plow the ground, you take care of the ground, you provide (expenses) for the ground but you collect no harvest. The boss goes to Mexico but does not pay the bills. Something is not right with that.

This company does not model other 1099 companies that are professional in there approach. That is why I decided to share this information with the public. It obvious that they are upset.

I will be filing a complaint with the IRS for miscategorization of workers. This company wants to control the contractor (1099) blatantly without the responsibility of paying taxes they would bare if you were an employee. The company controls the hours (Monday thru Saturday)and training, etc for example, but wants you to bare expenses for their company. Training and control of hours are typically employee classifications. It's a whole other classification of worker when you don't pay employee/contractor at all. That is called slavery.

This company is looking for a cheap thrill that doesn't exsist. The company wants full control of the worker but once again wants to avoid responsibility. Not paying people is wrong! This is why the Texas workforce is involved.


Generally in a nutshell, you do not have the right to control the details of how the desired results are accomplished. Here is what the IRS states:

People such as lawyers, contractors, subcontractors and auctioneers who follow an independent trade, business, or profession in which they offer their services to the public, are generally not employees. However, whether such people are employees or independent contractors depends on the facts in each case.

The general rule is that an individual is an independent contractor if you, the person for whom the services are performed, have the right to control or direct only the result of the work and not the means and methods of accomplishing the result.

In determining whether the person providing service is an employee or an independent contractor, all information that provides evidence of the degree of control and independence must be considered.

Common Law Rules:

Facts that provide evidence of the degree of control and independence fall into three categories:

Behavioral: Does the company control or have the right to control what the worker does and how the worker does his or her job?
Financial: Are the business aspects of the worker's job controlled by the payer? (these include things like how worker is paid, whether expenses are reimbursed, who provides tools/supplies, etc.)
Type of Relationship: Are there written contracts or employee type benefits (i.e. pension plan, insurance, vacation pay, etc.)? Will the relationship continue and is the work performed a key aspect of the business?

Behavorial Control

Here is what you can do with an employee but NOT an independent contractor:
Behavioral control refers to facts that show whether there is a right to direct or control how the worker does the work. A worker is an employee when the business has the right to direct and control the worker. The business does not have to actually direct or control the way the work is done as long as the employer has the right to direct and control the work.

The behavioral control factors fall into the categories of:

Type of instructions given
Degree of instruction
Evaluation systems
Training
Types of Instructions Given

An employee is generally subject to the business's instructions about when, where, and how to work. All of the following are examples of types of instructions about how to do work.

When and where to do the work.
What tools or equipment to use.
What workers to hire or to assist with the work.
Where to purchase supplies and services.
What work must be performed by a specified individual.
What order or sequence to follow when performing the work.

Misclassification of Employees

Consequences of Treating an Employee as an Independent Contractor
If you classify an employee as an independent contractor and you have no reasonable basis for doing so, you may be held liable for employment taxes for that worker (the relief provisions, discussed below, will not apply). See Internal Revenue Code section 3509 for more information.

Finally,my title was Home Consultant according to my contract. Everyone knows what a consultant/contractor is except for one drunken with power.

I think it's interesting to note that on behalf of this company I was hosting one of their clients until 10 at night in the Fort Worth Area . This company does not appreciate your efforts. I find it very inconsiderate. Never is that mentioned in any of these rebuttals.

Another thing I do not appreciate a member of management in the name of Arden Dermesropyan calling me 7/8 am in the morning to discuss his dressing habits and office politics. This is not professional once again.

The point is people are not getting paid and this company can not take the heat. The issue of paying people has been avoided over and over again. Doug Smith attempts to live a lavish lifestyle (mexico, mercedes, 15K in tiffany products sent to the office ordered by his fiance the former receptionist, etc). He is upset because my exposure is threating his lifestyle. It is getting harder to keep up with the lifestyle apparantly since the phone lines were temporarily disconnected.

I simply do not want to finance (sweating or faciliting business expenses ie cell phones, gas, insurance etc) his lifestyle at the expense of myself and others being exploited and no promise of return their is no promise of return and many people are complaining. There are many expenses in grooming a client and once they finally commit, Doug if he pays will only give you a measly $200 draw. The problem (one of many)is he's not giving people the draw. Before you fill out the draw paperwork he conveintly fires you and that is a consistent behavior. Meanwhile, the managers have not closed one deal since I was there. In other words you plow the ground, you take care of the ground, you provide (expenses) for the ground but you collect no harvest. The boss goes to Mexico but does not pay the bills. Something is not right with that.

This company does not model other 1099 companies that are professional in there approach. That is why I decided to share this information with the public. It obvious that they are upset.

I will be filing a complaint with the IRS for miscategorization of workers. This company wants to control the contractor (1099) blatantly without the responsibility of paying taxes they would bare if you were an employee. The company controls the hours (Monday thru Saturday)and training, etc for example, but wants you to bare expenses for their company. Training and control of hours are typically employee classifications. It's a whole other classification of worker when you don't pay employee/contractor at all. That is called slavery.

This company is looking for a cheap thrill that doesn't exsist. The company wants full control of the worker but once again wants to avoid responsibility. Not paying people is wrong! This is why the Texas workforce is involved.


Generally in a nutshell, you do not have the right to control the details of how the desired results are accomplished. Here is what the IRS states:

People such as lawyers, contractors, subcontractors and auctioneers who follow an independent trade, business, or profession in which they offer their services to the public, are generally not employees. However, whether such people are employees or independent contractors depends on the facts in each case.

The general rule is that an individual is an independent contractor if you, the person for whom the services are performed, have the right to control or direct only the result of the work and not the means and methods of accomplishing the result.

In determining whether the person providing service is an employee or an independent contractor, all information that provides evidence of the degree of control and independence must be considered.

Common Law Rules:

Facts that provide evidence of the degree of control and independence fall into three categories:

Behavioral: Does the company control or have the right to control what the worker does and how the worker does his or her job?
Financial: Are the business aspects of the worker's job controlled by the payer? (these include things like how worker is paid, whether expenses are reimbursed, who provides tools/supplies, etc.)
Type of Relationship: Are there written contracts or employee type benefits (i.e. pension plan, insurance, vacation pay, etc.)? Will the relationship continue and is the work performed a key aspect of the business?

Behavorial Control

Here is what you can do with an employee but NOT an independent contractor:
Behavioral control refers to facts that show whether there is a right to direct or control how the worker does the work. A worker is an employee when the business has the right to direct and control the worker. The business does not have to actually direct or control the way the work is done as long as the employer has the right to direct and control the work.

The behavioral control factors fall into the categories of:

Type of instructions given
Degree of instruction
Evaluation systems
Training
Types of Instructions Given

An employee is generally subject to the business's instructions about when, where, and how to work. All of the following are examples of types of instructions about how to do work.

When and where to do the work.
What tools or equipment to use.
What workers to hire or to assist with the work.
Where to purchase supplies and services.
What work must be performed by a specified individual.
What order or sequence to follow when performing the work.

Misclassification of Employees

Consequences of Treating an Employee as an Independent Contractor
If you classify an employee as an independent contractor and you have no reasonable basis for doing so, you may be held liable for employment taxes for that worker (the relief provisions, discussed below, will not apply). See Internal Revenue Code section 3509 for more information.

Finally,my title was Home Consultant according to my contract. Everyone knows what a consultant/contractor is except for one drunken with power.

I think it's interesting to note that on behalf of this company I was hosting one of their clients until 10 at night in the Fort Worth Area . This company does not appreciate your efforts. I find it very inconsiderate. Never is that mentioned in any of these rebuttals.

Another thing I do not appreciate a member of management in the name of Arden Dermesropyan calling me 7/8 am in the morning to discuss his dressing habits and office politics. This is not professional once again.

The point is people are not getting paid and this company can not take the heat. The issue of paying people has been avoided over and over again. Doug Smith attempts to live a lavish lifestyle (mexico, mercedes, 15K in tiffany products sent to the office ordered by his fiance the former receptionist, etc). He is upset because my exposure is threating his lifestyle. It is getting harder to keep up with the lifestyle apparantly since the phone lines were temporarily disconnected.

I simply do not want to finance (sweating or faciliting business expenses ie cell phones, gas, insurance etc) his lifestyle at the expense of myself and others being exploited and no promise of return their is no promise of return and many people are complaining. There are many expenses in grooming a client and once they finally commit, Doug if he pays will only give you a measly $200 draw. The problem (one of many)is he's not giving people the draw. Before you fill out the draw paperwork he conveintly fires you and that is a consistent behavior. Meanwhile, the managers have not closed one deal since I was there. In other words you plow the ground, you take care of the ground, you provide (expenses) for the ground but you collect no harvest. The boss goes to Mexico but does not pay the bills. Something is not right with that.

This company does not model other 1099 companies that are professional in there approach. That is why I decided to share this information with the public. It obvious that they are upset.

I will be filing a complaint with the IRS for miscategorization of workers. This company wants to control the contractor (1099) blatantly without the responsibility of paying taxes they would bare if you were an employee. The company controls the hours (Monday thru Saturday)and training, etc for example, but wants you to bare expenses for their company. Training and control of hours are typically employee classifications. It's a whole other classification of worker when you don't pay employee/contractor at all. That is called slavery.

This company is looking for a cheap thrill that doesn't exsist. The company wants full control of the worker but once again wants to avoid responsibility. Not paying people is wrong! This is why the Texas workforce is involved.


Generally in a nutshell, you do not have the right to control the details of how the desired results are accomplished. Here is what the IRS states:

People such as lawyers, contractors, subcontractors and auctioneers who follow an independent trade, business, or profession in which they offer their services to the public, are generally not employees. However, whether such people are employees or independent contractors depends on the facts in each case.

The general rule is that an individual is an independent contractor if you, the person for whom the services are performed, have the right to control or direct only the result of the work and not the means and methods of accomplishing the result.

In determining whether the person providing service is an employee or an independent contractor, all information that provides evidence of the degree of control and independence must be considered.

Common Law Rules:

Facts that provide evidence of the degree of control and independence fall into three categories:

Behavioral: Does the company control or have the right to control what the worker does and how the worker does his or her job?
Financial: Are the business aspects of the worker's job controlled by the payer? (these include things like how worker is paid, whether expenses are reimbursed, who provides tools/supplies, etc.)
Type of Relationship: Are there written contracts or employee type benefits (i.e. pension plan, insurance, vacation pay, etc.)? Will the relationship continue and is the work performed a key aspect of the business?

Behavorial Control

Here is what you can do with an employee but NOT an independent contractor:
Behavioral control refers to facts that show whether there is a right to direct or control how the worker does the work. A worker is an employee when the business has the right to direct and control the worker. The business does not have to actually direct or control the way the work is done as long as the employer has the right to direct and control the work.

The behavioral control factors fall into the categories of:

Type of instructions given
Degree of instruction
Evaluation systems
Training
Types of Instructions Given

An employee is generally subject to the business's instructions about when, where, and how to work. All of the following are examples of types of instructions about how to do work.

When and where to do the work.
What tools or equipment to use.
What workers to hire or to assist with the work.
Where to purchase supplies and services.
What work must be performed by a specified individual.
What order or sequence to follow when performing the work.

Misclassification of Employees

Consequences of Treating an Employee as an Independent Contractor
If you classify an employee as an independent contractor and you have no reasonable basis for doing so, you may be held liable for employment taxes for that worker (the relief provisions, discussed below, will not apply). See Internal Revenue Code section 3509 for more information.

Finally,my title was Home Consultant according to my contract. Everyone knows what a consultant/contractor is except for one drunken with power.

I will be filing a complaint with the IRS for miscategorization of workers. This company wants to control the contractor (1099) blatantly without the responsibility of paying taxes they would bare if you were an employee. The company controls the hours (Monday thru Saturday)and training, etc for example, but wants you to bare expenses for their company. Training and control of hours are typically employee classifications. It's a whole other classification of worker when you don't pay employee/contractor at all. That is called slavery.

This company is looking for a cheap thrill that doesn't exsist. The company wants full control of the worker but once again wants to avoid responsibility. Not paying people is wrong! This is why the Texas workforce is involved.


Generally in a nutshell, you do not have the right to control the details of how the desired results are accomplished. Here is what the IRS states:

People such as lawyers, contractors, subcontractors and auctioneers who follow an independent trade, business, or profession in which they offer their services to the public, are generally not employees. However, whether such people are employees or independent contractors depends on the facts in each case.

The general rule is that an individual is an independent contractor if you, the person for whom the services are performed, have the right to control or direct only the result of the work and not the means and methods of accomplishing the result.

In determining whether the person providing service is an employee or an independent contractor, all information that provides evidence of the degree of control and independence must be considered.

Common Law Rules:

Facts that provide evidence of the degree of control and independence fall into three categories:

Behavioral: Does the company control or have the right to control what the worker does and how the worker does his or her job?
Financial: Are the business aspects of the worker's job controlled by the payer? (these include things like how worker is paid, whether expenses are reimbursed, who provides tools/supplies, etc.)
Type of Relationship: Are there written contracts or employee type benefits (i.e. pension plan, insurance, vacation pay, etc.)? Will the relationship continue and is the work performed a key aspect of the business?

Behavorial Control

Here is what you can do with an employee but NOT an independent contractor:
Behavioral control refers to facts that show whether there is a right to direct or control how the worker does the work. A worker is an employee when the business has the right to direct and control the worker. The business does not have to actually direct or control the way the work is done as long as the employer has the right to direct and control the work.

The behavioral control factors fall into the categories of:

Type of instructions given
Degree of instruction
Evaluation systems
Training
Types of Instructions Given

An employee is generally subject to the business's instructions about when, where, and how to work. All of the following are examples of types of instructions about how to do work.

When and where to do the work.
What tools or equipment to use.
What workers to hire or to assist with the work.
Where to purchase supplies and services.
What work must be performed by a specified individual.
What order or sequence to follow when performing the work.




Misclassification of Employees

Consequences of Treating an Employee as an Independent Contractor
If you classify an employee as an independent contractor and you have no reasonable basis for doing so, you may be held liable for employment taxes for that worker (the relief provisions, discussed below, will not apply). See Internal Revenue Code section 3509 for more information.


Finally,my title was Home Consultant according to my contract. Everyone knows what a consultant/contractor is except for one drunken with power.

I think it's interesting to note that on behalf of this company I was hosting one of their clients until 10 at night in the Fort Worth Area . This company does not appreciate your efforts. I find it very inconsiderate. Never is that mentioned in any of these rebuttals.


Another thing I do not appreciate a member of management in the name of Arden Dermesropyan calling me 7/8 am in the morning to discuss his dressing habits and office politics. This is not professional once again.

The point is people are not getting paid and this company can not take the heat. The issue of paying people has been avoided over and over again. Doug Smith attempts to live a lavish lifestyle (mexico, mercedes, 15K in tiffany products sent to the office ordered by his fiance the former receptionist, etc). He is upset because my exposure is threating his lifestyle. It is getting harder to keep up with the lifestyle apparantly since the phone lines were temporarily disconnected.

I simply do not want to finance (sweating or faciliting business expenses ie cell phones, gas, insurance etc) his lifestyle at the expense of myself and others being exploited and no promise of return their is no promise of return and many people are complaining. There are many expenses in grooming a client and once they finally commit, Doug if he pays will only give you a measly $200 draw. The problem (one of many)is he's not giving people the draw. Before you fill out the draw paperwork he conveintly fires you and that is a consistent behavior. Meanwhile, the managers have not closed one deal since I was there. In other words you plow the ground, you take care of the ground, you provide (expenses) for the ground but you collect no harvest. The boss goes to Mexico but does not pay the bills. Something is not right with that.

This company does not model other 1099 companies that are professional in there approach. That is why I decided to share this information with the public. It obvious that they are upset.

Arden whom wrote the last rebuttal has a strong bias because I am filing a sexual harrassment lawsuit against Newhomes2day.com. He can not be in the office without touching women in the office even after he was warned. This is another reason why I did not come in. Newhomes2day is a very shady company and as well it's management, particarlly Arden Dermesropyan. He has attempted to start the same business and run away with the owners idea but failed. They all will fail because they are not honest businessman. Employees do not take 48 applications in a couple of days. That is bogus.

What's important to note is that there are at least 10 other employees that have the same story. All working various times. They can not keep any employees and the attrition rate is very high. This is because they are not making peoples dreams come true and deceiving the people they hire.

On the note of closing deals. I have not seen one of there deals close while I was there. This is not a good example of management. No one was placed into a home the company is failing which is why there Ft.Worth office lines were disconnected temporarily on Monday. 817-624-8150. Meanwhile Doug Smith is in Mexico while he has not paid people as he has admitted to more than once. The Texas workforce committee has had several complaints and contacted him regarding the claims. Doug Smith showed me the claims and laughed and said he would not ever pay these employees.

My daughter has nothing to do with this and as a professional you would have not commented on such. That shows your lack of professional.


This company gives no chance of reaching dreams but rather tries use your money to support their business. Cell phones, gas, All on commission salary with NO base. The so called CEO has not paid even his High School buddies of which he had working for (Arden is one of them). Meanwhile JW, Brian, Mike to name a few have left the company because they have not been paid. That is what I have seen since I been there. Not too impressive as a company.

Arden, the member of management has threaten to leave as well because he had not been paid. Arden has told employees/contractors such as myself and the new rotation of employees/contractors that were coming out He as the lowest ranking manager does nothing for people who work there. I asked nothing of Arden as I do no respect him as a leader since he compromises professionalism in the office.


This company is under public scruitiny and will continue to be so and never thought I would expose there games, intentions, etc, thus their continual rebuttal.

Arden called me at 10:00 April 15th (tax deadline) by the way to ask for free tax advise compromising his professionalism again.

The record should be straight It is not true that I came in 2 days a week. My application paperwork supports that claim. Remember everything is documented. I did not come in when I had enough of people not being paid.

Arden whom wrote the last rebuttal has a strong bias because I am filing a sexual harrassment lawsuit against Newhomes2day.com. He can not be in the office without touching women in the office even after he was warned. This is another reason why I did not come in. Newhomes2day is a very shady company and as well it's management, particarlly Arden Dermesropyan. He has attempted to start the same business and run away with the owners idea but failed. They all will fail because they are not honest businessman. Employees do not take 48 applications in a couple of days. That is bogus.

What's important to note is that there are at least 10 other employees that have the same story. All working various times. They can not keep any employees and the attrition rate is very high. This is because they are not making peoples dreams come true and deceiving the people they hire.

On the note of closing deals. I have not seen one of there deals close while I was there. This is not a good example of management. No one was placed into a home the company is failing which is why there Ft.Worth office lines were disconnected temporarily on Monday. 817-624-8150. Meanwhile Doug Smith is in Mexico while he has not paid people as he has admitted to more than once. The Texas workforce committee has had several complaints and contacted him regarding the claims. Doug Smith showed me the claims and laughed and said he would not ever pay these employees.

My daughter has nothing to do with this and as a professional you would have not commented on such. That shows your lack of professional.


This company gives no chance of reaching dreams but rather tries use your money to support their business. Cell phones, gas, All on commission salary with NO base. The so called CEO has not paid even his High School buddies of which he had working for (Arden is one of them). Meanwhile JW, Brian, Mike to name a few have left the company because they have not been paid. That is what I have seen since I been there. Not too impressive as a company.

Arden, the member of management has threaten to leave as well because he had not been paid. Arden has told employees/contractors such as myself and the new rotation of employees/contractors that were coming out He as the lowest ranking manager does nothing for people who work there. I asked nothing of Arden as I do no respect him as a leader since he compromises professionalism in the office.


This company is under public scruitiny and will continue to be so and never thought I would expose there games, intentions, etc, thus their continual rebuttal.

Arden called me at 10:00 April 15th (tax deadline) by the way to ask for free tax advise compromising his professionalism again.

The record should be straight It is not true that I came in 2 days a week. My application paperwork supports that claim. Remember everything is documented. I did not come in when I had enough of people not being paid.

Arden whom wrote the last rebuttal has a strong bias because I am filing a sexual harrassment lawsuit against Newhomes2day.com. He can not be in the office without touching women in the office even after he was warned. This is another reason why I did not come in. Newhomes2day is a very shady company and as well it's management, particarlly Arden Dermesropyan. He has attempted to start the same business and run away with the owners idea but failed. They all will fail because they are not honest businessman. Employees do not take 48 applications in a couple of days. That is bogus.

What's important to note is that there are at least 10 other employees that have the same story. All working various times. They can not keep any employees and the attrition rate is very high. This is because they are not making peoples dreams come true and deceiving the people they hire.

On the note of closing deals. I have not seen one of there deals close while I was there. This is not a good example of management. No one was placed into a home the company is failing which is why there Ft.Worth office lines were disconnected temporarily on Monday. 817-624-8150. Meanwhile Doug Smith is in Mexico while he has not paid people as he has admitted to more than once. The Texas workforce committee has had several complaints and contacted him regarding the claims. Doug Smith showed me the claims and laughed and said he would not ever pay these employees.

My daughter has nothing to do with this and as a professional you would have not commented on such. That shows your lack of professional.


This company gives no chance of reaching dreams but rather tries use your money to support their business. Cell phones, gas, All on commission salary with NO base. The so called CEO has not paid even his High School buddies of which he had working for (Arden is one of them). Meanwhile JW, Brian, Mike to name a few have left the company because they have not been paid. That is what I have seen since I been there. Not too impressive as a company.

Arden, the member of management has threaten to leave as well because he had not been paid. Arden has told employees/contractors such as myself and the new rotation of employees/contractors that were coming out He as the lowest ranking manager does nothing for people who work there. I asked nothing of Arden as I do no respect him as a leader since he compromises professionalism in the office.


This company is under public scruitiny and will continue to be so and never thought I would expose there games, intentions, etc, thus their continual rebuttal.

Arden called me at 10:00 April 15th (tax deadline) by the way to ask for free tax advise compromising his professionalism again.

The record should be straight It is not true that I came in 2 days a week. My application paperwork supports that claim. Remember everything is documented. I did not come in when I had enough of people not being paid.

Orlon Rene Garrett Mcgouldrick

Again a disgruntled employee Orlon Rene Garrett Mcgouldrick only had 48 applications in 3 WEEKS. Our employees fill out that many in 2 days and they are making money but that's really none of your business if you were here to make money you would have had instead of complaining the whole time, you say in your own words you slowed down your pipeline. Rene you cannot do that in this business you cannot decide that you can intentionally come in or not come in this is not Burger King you can't have it your way. Its very simple really you work you follow up on your clients daily you put them in a house and MAGIC you get paid not very hard but no problem you were just not cut out for this kind of work and that's ok stop burning bridges and maybe one day you can be of assistance to someone. Also you claim to have beat us at our game I am here to tell you there is no game here we are here to make peoples dreams come true and to support our families. You also said something in reference to lenders and builders you have to remember lenders are banks and our builders work with these banks AND we are and have always been in GREAT standings with them. Again I am not going to make this a grudge match but you keep contradicting yourself you say you drove to Garland office daily. Rene you only worked 2 days a week and those were partial days. You know what this company bent over backwards for you, when you needed time off to do your tax business we picked up your slack and NEVER reprimanded you for it when you complained about not being able to run the deals I made sure you had a chance to run them. You came in when you wanted to and left when you wanted to out of the 48 applications you took you were at a 0% closing ratio there is no excuse for that. I did whatever I could for you and this is the thanks I get. Again you need to go see a doctor remember you have a daughter to take care of and you need to step up to the plate and be a example for her whether you know it or not she looks up to you . Also all the threatening emails and text you are sending to us is all being recorded and printed.

Orson Rene Garrett Mcgouldrick

Again a disgruntled employee Orlon Rene Garrett Mcgouldrick only had 48 applications in 3 WEEKS. Our employees fill out that many in 2 days and they are making money but that's really none of your business if you were here to make money you would have had instead of complaining the whole time, you say in your own words you slowed down your pipeline. Rene you cannot do that in this business you cannot decide that you can intentionally come in or not come in this is not Burger King you can't have it your way. Its very simple really you work you follow up on your clients daily you put them in a house and MAGIC you get paid not very hard but no problem you were just not cut out for this kind of work and that's ok stop burning bridges and maybe one day you can be of assistance to someone. Also you claim to have beat us at our game I am here to tell you there is no game here we are here to make peoples dreams come true and to support our families. You also said something in reference to lenders and builders you have to remember lenders are banks and our builders work with these banks AND we are and have always been in GREAT standings with them. Again I am not going to make this a grudge match but you keep contradicting yourself you say you drove to Garland office daily. Rene you only worked 2 days a week and those were partial days. You know what this company bent over backwards for you, when you needed time off to do your tax business we picked up your slack and NEVER reprimanded you for it when you complained about not being able to run the deals I made sure you had a chance to run them. You came in when you wanted to and left when you wanted to out of the 48 applications you took you were at a 0% closing ratio there is no excuse for that. I did whatever I could for you and this is the thanks I get. Again you need to go see a doctor remember you have a daughter to take care of and you need to step up to the plate and be a example for her whether you know it or not she looks up to you . Also all the threatening emails and text you are sending to us is all being recorded and printed.

This is not a disgruntled employee. I obviously slow down filling my pipeline to avoid being ripped off any further. I had place 48 applications with them in 3 weeks. This is not unsuccessful. Yes I did not come to the office intentionally to prohibit building a preditors pipeline for him any further. The company is psycotic because i was aware of their strategy and beat them at the game. That is why there is a supporting link listed so that others can see what former employees have said to. There are at least 10 others who have not spoke up publically yet. I decided to expose them for their deceptive practices.

Lenders and builders this company associates with does not care about the internal operations of the company and unfortunately continue to do business with them. They have been in business 6 years they claim but have no employees to support their claim. Every employee on the sales team has been let go. The two managers one of which arden is deceiving the public with the owner. I posted the message so others would be keenly aware of their doings. I just move to the Dallas/Ft.Worth area and commuted to their office in Garland everyday. Your consumer guard should be up.

Arden either I worked there in Garland Texas and was a disgruntled employee or I lived in Arkansas. I certainly can't do both. Again another bogus deceptive statement.

This is a classic case of a disgruntled employee first of all the so called contract worker did not even mention her name in this report if that tells you anything the name on the report is Trumpet in Hot Spring, Arkansas we do not do business in Arkansas. I have been employed at newhomes2day for a year now and have nothing but positive things to say the owner Doug Smith actually help me out in a time of need and gave me a car. I am not going to make this a bashing rebuttal everybody in the business already knows who we are and has the up most respect for our company. Our employees are very important to us at New Homes 2 Day because through their success we achieve our own success as a company.

This is a family based business that has been in business for 6 years successfully if we were not doing business the right way we would not have major banks as well as every builder in the DFW area backing us. We are here to make our clients dreams come true. Unfortunately the person who wrote this could not be successful in this business she thought she could come in whenever she wanted to and leave when she wanted to and still make things happen that's impossible you have to work the deals call your clients everyday to let them know that you are working on helping them. Anyway again just a disgruntled employee who was not able to be successful in this business.

New Homes 2 Day Staff