Tulsa PCA Pastor Placed on Leave After Arrest in Prostitution Sting

Christ Presbyterian Church placed Senior Pastor Jeremy Fair on indefinite leave

On October 23, authorities in Glenpool, Oklahoma, carried out a multi-agency sting operation at a local hotel, leading to five arrests on solicitation of prostitution charges. Among those detained was Jeremy Fair, senior pastor of Christ Presbyterian Church in Tulsa, a congregation affiliated with the Presbyterian Church in America (PCA).

Jeremy Fair

Fair was booked for solicitation of prostitution; bail was reportedly set at $1,000.

After learning of the arrest, Christ Presbyterian’s leadership convened and placed Fair on indefinite leave, pending the outcome of the investigation and the church’s internal disciplinary process as outlined in the PCA’s Book of Church Order.

“It is with a heavy heart we communicate information concerning Senior Pastor Jeremy Fair,” the church said in a statement to its congregation. “Yesterday, Jeremy was arrested and charged with engaging in prostitution. This is an ongoing investigation, and we do not have all the details.” Fair has since been removed from the leadership page on the church’s website.

The session added that they are working in coordination with the Hills and Plains Presbytery in accordance with the PCA’s Book of Church Order, and asked members to approach the situation with “love and grace,” avoid rumor or conjecture, and direct any questions to the clerk of the session.

“We will continue to communicate to our congregation, care for them and those affected, and will keep the community up-to-date as we know more,” the statement said.

Fair had served as senior pastor at Christ Presbyterian Church after prior pastorates in Alabama and Texas. His biography notes that he holds a BA from Dallas Baptist University, an MDiv from Southwestern Baptist Theological Seminary, and a DMin from Knox Theological Seminary.

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According to law enforcement, the sting was part of a training exercise with the non-profit Skull Games and involved the Oklahoma Attorney General’s office, local police, and federal partners. Police say each individual met undercover operatives through online contacts and traveled to the hotel separately.

“They were all individuals that contacted through the channels that we were using for the investigation individually…None of them were together,” said police Chief Jeremy Plane. “Be vigilant — you never know who you’re going to encounter.”

Aside from Fair, the arrests included Rohan BhoJwanti, Mathew Eddy, and Christopher LeBleu, charged with solicitation of prostitution. Another man, David Raridon, was also arrested and charged with solicitation of a minor.

Per byFaith, no trial date has been reported and formal charges remain under review. The PCA has not yet issued a public response beyond the local church’s statement.

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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.