OK Pastor Charged With Human and Labor Trafficking

Pastor allegedly threatened victims by saying he was member of violent gang.

A pastor in Oklahoma City has been arrested on charges of human trafficking and sexual battery.

Elmer Baca Flores

Elmer Baca Flores was originally arrested and charged back in April with two counts of lewd acts with a child under 16 and one count of indecent proposal.

Flores is the owner of a 501(c)3 non-profit church called “Ministerio Levantado Adoradores Para Cristo,” where he has pastored for years. The church has been known to meet in various locations, including his home and a public park.

According to court documents, Oklahoma City Police received information accusing Flores of labor trafficking and human trafficking. Two men told police their wives had been brainwashed by Flores. He convinced the women to quit their jobs and move themselves and their children into Flores’ home.

Those accusations led the Oklahoma Bureau of Narcotics (OBN) to conduct a deeper investigation. Last month, they brought additional charges against Flores, including five counts of human trafficking and one count of sexual battery.

“Victims told our Agents they were forced to work for Flores without compensation, and he would threaten them with physical harm if they attempted to leave, claiming he was a member of the violent gang, MS-13,” an OBN spokesperson told Fox 25.

“And Flores used his influence as a pastor to spiritually coerce the victims by targeting their religious convictions,” the spokesperson said. “One victim told Agents that Flores gave her a test to prove her ability to resist temptation. During this test, the victim was sexually battered by Flores.”

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At one time when the church was meeting at a park, Flores sat down next to one of the victims and told her she needed to come back to his home to have sex with him. Flores told the girl this was a test to “reject the temptation of the flesh.”

The victim told police she was very uncomfortable with the conversation. According to KFOR 4, Flores reassured the girl by telling her she could not get “pregnant with him like she would with younger boys because he was working through God.”

OBN Director Donnie Anderson said in a statement that he is glad Flores will not be able to harm anyone else any time soon. “I am proud of the work by the men and women of our Human Trafficking Unit to get this predator off the streets so he can no longer prey on the innocent and vulnerable,” Anderson said. “And I am grateful that the victims in this investigation are receiving support and assistance.”

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.