Most pastors and staff members are aware that ministry sometimes puts them in unique circumstances with all kinds of people. Most also are aware that a rumor of wrongdoing often is enough to end an otherwise fruitful ministry. For this reason, wisdom requires taking precautions to protect one's reputation and ministry.
Occasionally, however, the unthinkable will occur. Someone will accuse a minister of sexual misconduct. Because church members are trusting people, and because such allegations are rare, most never have considered what they would do if such charges were made against one of their ministers.
DAVID CLANTON
Although we all pray that no church will ever have to go through such pain, those who have are unanimous in advising others to plan ahead. Policies outlining a specific course of action in the event of such charges are invaluable because the process can be determined ahead of time without regard for personalities involved. Professionals heading children's and youth ministries in denominational offices can offer helpful guidelines.
If the unthinkable happens:
• Prayerfully affirm your commitment to find the truth and be as fair as possible to all concerned. This will not be easy, because those making the accusations will be convinced of the staff member's guilt and will demand immediate action. Occasionally, false accusations are made, so don't jump to conclusions before having all the facts. You will have to simultaneously consider the welfare of the alleged victim, the accused, the church and the greater kingdom of Christ.
• Get the facts. Only what can be proven counts as a fact at this point. Everything else is allegation or assumption. Assume the accuser is truthful and the accused is innocent until you discover otherwise.
• Confront the accused with the allegation and the evidence, but do so with grace. If he is innocent, he will need your support through this ordeal and your help in healing. If he is guilty, he will need support of a different kind.
• If a law has been broken, you must report it. Some may disagree based on the sanctity of confessions, but the Catholic Church is reaping the consequences of such an approach. The kingdom of Christ ultimately is best served by openness and honesty.
• Know the legal ramifications and liabilities. Laws vary from state to state, so consult an attorney specializing in what you are facing and/or employee rights.
• Start a paper trail. Keep a timeline of every event in the process. You may need to go back to the minister's employment. Did the church exercise due diligence in researching the person's background. Were references called? What did they say? Was a background check run?
• If guilt is admitted or determined, make sure the person gets the professional help he needs. Sexual abuse is not easily treated and should not be attempted except by qualified professionals. Also, alert the office in your state convention office that handles ministerial referrals to be sure the person's resume is not sent to another church.
• If the charges are false, support the minister in every way, including counseling and reasonable time off, if necessary, to deal with the trauma of being accused.
• Tragically, some situations become stalemated based on “he said, she said.” Even though wrongdoing cannot be proven, it is very difficult for effective ministry to continue under such a cloud of suspicion. And, unfortunately, references will be less than honest if they withhold this piece of information from churches that may consider him in the future.
Like our human bodies, the body of Christ—the church—is subject to infection and disease from within. To ignore it, or to simply relocate it to another part of the body only makes the sickness worse. The health of Christ's church and the individual Christians within it requires diligence.