Elder of Newport Beach Presbyterian Church Arrested for Sexual Assault

Church has removed elder from leadership and hired GRACE to assist in response.

Redeemer Church of Orange County in Newport Beach, California, a 325-member congregation of the Presbyterian Church of America (PCA), informed its congregation last week that one of its elders, Michael Maxwell, had been arrested by Irvine police for sexual crimes against a minor.

Photo of Redeemer Church of Orange County via Facebook / Insert of Michael Maxwell courtesy of Irvine Police Department.

According to a letter written to the congregation by Redeemer Senior Pastor Josh Hahne, Maxwell “said enough to make clear that the allegations against him are credible” during a conversation with Hahne. Maxwell did not admit guilt in a legal sense.

Maxwell was charged on August 19 with 18 felony counts of sexual assault against the victim over the course of seven years. He is scheduled to be arraigned on September 12, according to the L.A. Times.

Maxwell has been removed from his position as an elder and will no longer be allowed to act in any ministry or leadership capacity at Redeemer. He has also been suspended from the sacrament of the Lord’s Supper.

The church has chosen not to reveal details about the extent of the abuse in order to protect the identity of the minor victim.

Because of Maxwell’s position of leadership and relationships within the congregation, the church’s leadership is concerned about the possibility of more victims, although it only knows of one at this time.

“The alleged abuse did not take place at a Redeemer Presbyterian Church worship service nor at any other ministry or event associated with our church. With that said, as is always the case, if any person has information related to the potential abuse of a child, please reach out to law enforcement,” the letter stated.

The church also emphasized its commitment to “supporting victims of abuse and to holding anyone who abuses a child accountable.”

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It has secured the services of G.R.A.C.E. (Godly Response to Abuse in a Christian Environment) as it works through the process of dealing with Maxwell and the accusations against him. Redeemer has requested that GRACE perform an independent audit of the church processes, policies, and leadership.

Hahne assured the congregation that Maxwell will not be in attendance at Redeemer without prior notification from the pastor, but that his family will be worshiping at the church and will need the prayers and consolation of the church as they deal with lives that have been “turned upside down.”

Redeemer held a church town hall after its worship service on Sunday, August 24 to answer questions and “process these matters together.”

“We recognize that this communication will be deeply upsetting to the saints in our church,” Hahne wrote. “[Maxwell] has been a friend, a spiritual mentor, and a Sunday School teacher for many of us. His duplicity is egregious. It is very difficult to know how to feel when we hear a report like this about someone so near to us.”

He acknowledged that the news may be particularly upsetting to members of the congregation who are abuse survivors and offered the church pastors, elders, deacons, and deaconesses as resources for counsel and prayer.

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.