TX Worship Leader Arrested for Child Sexual Abuse Material

Victim alleges Jon Paul Sheptock began blackmailing her nine years ago

A prominent worship minister at an East Texas church has been arrested and charged with promotion of child pornography.

First Montgomery Baptist Church in Montgomery, Texas, video screenshot / Insert of Jon Paul Sheptock

Jon Paul Sheptock, 49, was arrested by Texas Department of Safety troopers following a search of his home. Sheptock had been under investigation since August by Montgomery County Constable’s Human Trafficking and Child Exploitation Unit after they received a tip that Sheptock was in possession of and has produced child sexual abuse material.

At the time of his arrest, Sheptock was the worship minister at First Montgomery Baptist Church in Montgomery, Texas.

According to ABC 13, “the alleged victim testified that the crime started nine years ago when she was 17, a senior in high school. Court records show she told detectives she believes Sheptock stole a photo from her iCloud photo account.”

The stolen photo was an explicit photo of the victim, and Sheptock allegedly used it to blackmail her into sending more photos. He also allegedly showed her explicit photos of other women and minors.

Montgomery County Precinct 3 detectives completed their investigation last week with enough probable cause to arrest Sheptock. According to KHOU 13, “When detectives arrived at Sheptock’s residence to execute the search warrant, he was not present. They later located him in Gatesville, Texas, and contacted the Texas Department of Public Safety for assistance in apprehending him. He was found at the Dr. Lane Murray Unit Prison in Gatesville, where he was providing ministry services to inmates.”

First Montgomery Baptist released a statement following the worship leader’s arrest saying they had “removed Jon from all responsibilities at the church. He did not have responsibilities overseeing children in the church or school except occasionally in a large group setting with other adults.”

On Sept. 29, the pastor said the church requested authorities retrieve Sheptock’s church computer to “ensure it contains no unlawful content.”

If convicted, Sheptock could face up to 20 years in prison.

This article has been updated to reflect that Sheptock was a worship leader, but not an ordained pastor. 

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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.