Edmond Firm Settled EEOC Harassment Lawsuit
The business will pay $150,000 to resolve allegations of sexual harassment and workplace retaliation.
Updated on Oct. 13, 2026 in Jobs — General
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Sunrooms and More Design Center Inc. agreed to a $150,000 settlement with the EEOC regarding claims of sexual harassment and retaliation. The case involved three former employees and impacts how the Edmond company must now manage internal reporting and staff training.
Why it matters
The settlement highlights the high operational and financial risk associated with failing to maintain robust, enforced anti-harassment protocols. It serves as a reminder that management must effectively handle internal reports to avoid litigation under Title VII of the Civil Rights Act.
Sunrooms and More Design Center Inc. will pay $150,000 to three former employees to settle the EEOC litigation. The firm must now adopt new sexual harassment policies and report all future claims to the agency, despite admitting no wrongdoing.
The players
Sunrooms and More Design Center Inc.
An Edmond-based company currently mandated by a court decree to update its workplace harassment policies.
Donald Durrett
The owner of Sunrooms and More Design Center Inc. who was named in the sexual harassment and retaliation lawsuit.
Leisa Shannon
A former employee who resigned in 2023 after reporting workplace conduct to management.
EEOC
The federal agency responsible for enforcing civil rights laws against workplace discrimination.
The details
The settlement requires the Edmond-based company to implement formal sexual harassment policies and conduct mandatory staff training. Furthermore, management is now obligated to report any new harassment or retaliation claims directly to the EEOC. These requirements follow allegations that owner Donald Durrett subjected women to unwanted comments and touching, leading to the resignation of employee Leisa Shannon in May 2023.
Timeline
November 2021: Alleged start of conduct by Donald Durrett.
May 2023: Leisa Shannon reported the conduct to management.
May 15, 2023: Shannon resigned from the company.
October 13, 2026: Settlement of the lawsuit was announced.
Market Landscape
This settlement reinforces the standard employer obligations and liability precedents established under Title VII of the Civil Rights Act of 1964. It highlights how federal oversight remains an active check on operational practices that deviate from established labor regulations.
Business owners should ensure their internal complaint procedures are documented, accessible, and routinely communicated to all staff to mitigate liability. Consult with qualified legal counsel to audit current harassment policies and ensure compliance with federal reporting standards.
The takeaway
The cost of litigation and the burden of future federal oversight underscore why preventive HR policy is a critical operational investment. Owners should conduct regular training and maintain a verified process for documenting and escalating employee reports of misconduct.
Further reading
For more on navigating labor regulations, consult our guide on Jobs — General.
Source note: This article includes information reported by The Journal Record.
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