Las Vegas Pastor Arrested in FBI Sting

Neal Creecy was one of eight men caught in a sting operation aimed at catching child predators

The senior pastor of a Nevada church has been caught in an FBI sting aimed at capturing child predators.

Neal Creecy, 46, the pastor of Redemption Church in Las Vegas, has been arrested for allegedly using a computer to lure children for sexual contact.

Neal Creecy / Video screenshot

For the past few weeks, the FBI collaborated with local Nevada law enforcement officials to catch child predators. Undercover officers posed as children online while carrying on conversations through social media apps.

According to the Las Vegas Review-Journal, undercover officials used TikTok, Sniffles and Session to converse with potential child predators, until the messaging turned “sexual in nature.” In-person meetings were arranged, and police said a “person with electronic devices associated with Creecy showed up at the location and was arrested.”

For the past five years, Creecy has rented space inside The Good Samaritan Lutheran Church to house Redemption Church worship services. Leaders at Good Samaritan say Creecy is not on staff at their church and is simply a renter.

“While they rent space from us, they are not part of our staff, leadership, or programs. Even so, we know such news can cause concern, and we want to reaffirm our unwavering commitment to the safety and protection of everyone in our care, especially children and other vulnerable individuals,” Good Samaritan Pastor Don Lorfing told the Las Vegas Review-Journal.

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Don Seaborg, president of pastoral support at Redemption Church, says he was stunned by news of Creecy’s arrest. Seaborg told 8 News Now, “As soon as he got out of jail within an hour or two, he contacted us on a thread message and confessed. He offered his resignation when we met with him later that morning. We had to accept his resignation immediately.”

Seven other men were arrested as a part of the law enforcement operation that apprehended Creecy.

Creecy was released on a $10,000 bond. His first appearance in court will be on September 2.

The Las Vegas Metropolitan Police Department encourages parents to talk to their children about interacting with strangers online. “Parents are encouraged to routinely monitor their children’s activity on social media and other online applications to prevent them from becoming victims of a child sex predator.”

EDITOR’S NOTE: MinistryWatch exists to help donors become more effective stewards of the resources God has entrusted to them. So, why does MinistryWatch report on sex crimes? These stories are tough to read and sometimes even tougher to report, but we think they are vital to our mission to bring transparency, accountability, and credibility to the evangelical church. Donors who are supporting these ministries need to know this information. Ministry leaders and others can learn lessons from these stories. Victims feel supported. To read more about why and how we report these stories, read “Why MinistryWatch Reports On Sex Crimes.”

Another reason we report on sex crimes is to highlight for ministry and church leaders the importance of employing best practices for hiring and supervising employees in Christian environments.

Below is a list of best practices, curated from content on ministrywatch.com. These are adapted from discussions on Christian ministries, churches, and Christian educational institutions.

Clarifying Mission and Faith-Based Requirements

• Clearly define and document the organization’s religious mission to guide all hiring decisions, ensuring that faith alignment is central.
• Assess personnel needs based on what is required to fulfill the mission, recognizing that requirements may vary by role (e.g., teachers in a Christian school might need to model faith in curriculum delivery).
• Develop detailed job descriptions that explicitly link positions to the mission, including necessary faith commitments, conduct standards, and how they connect to the religious identity.
• Require candidates to affirm a statement of faith (e.g., a restatement of the Apostles’ Creed) to ensure they share the organization’s beliefs, as this is protected under federal laws like Title VII for religious nonprofits.
• Implement policies where employees assent to the mission, receive training on their role in it, are held accountable, and are treated consistently in evaluations or issues.

Avoiding Nepotism and Conflicts of Interest

• Create written anti-nepotism policies prohibiting direct reporting relationships between relatives (e.g., spouses or siblings) and limiting family members’ involvement in hiring, firing, or reviews.
• Establish boundaries to prevent conflicts, such as excluding relatives from decision-making roles in personnel matters.
• Promote transparency and open communication with staff and stakeholders about family hires to build trust and address potential issues.
• Adhere to any denominational guidelines, such as restrictions on family members serving on oversight boards or committees.
• Use resources like sample policies from the Evangelical Council for Financial Accountability (ECFA) and seek professional advice to tailor policies.

Thorough Vetting and Background Checks

• Conduct comprehensive investigations into candidates’ past, especially regarding allegations of misconduct like abuse, using independent firms if needed for objectivity.
• Create confidential channels for reporting concerns or additional information during the hiring process.
• Make relevant assessment findings public (while protecting sensitive details) to demonstrate integrity.
• Include spousal interviews or family vetting to assess overall fit with organizational values, though this should be handled carefully to avoid legal risks.

Legal Compliance and Conduct Expectations

• Hire based on shared faith and mission alignment, as federal law (e.g., Title VII) allows Christian organizations to prioritize believers without discrimination claims.
• Enforce a code of conduct aligned with “Judeo-Christian” values (e.g., prohibiting gossip or certain personal behaviors), but ensure it complies with anti-discrimination laws and does not overreach into protected areas like pregnancy or religion.
• Train new hires on core values, such as working “as unto the Lord,” to integrate them into the ministry culture.
• Be aware of limits: Secular aspects of the organization cannot mandate specific religious practices, and at-will employment allows flexibility but must avoid violations of federal protections.

These practices emphasize stewardship, accountability, and protection against legal challenges, such as those from employment laws or state requirements.