Truett McConnell University V.P. Indicted for Lying to Investigators

New indictment lists three felony charges for attempting to mislead detectives

A jury has indicted former Truett McConnell University (TMU) Vice President Bradley Reynolds on three felony false-statement charges for lying to law enforcement about a years-long alleged abusive relationship with a student and former employee.

Campus of Truett McConnell University / Video screenshot

Earlier this summer, TMU Trustees called for an investigation after alumna Hayle Swinson reported allegations that former TMU professor Reynolds had groomed her and sexually abused her while she was a student athlete.

Reynolds was TMU’s vice president of academic affairs until February 2024, when he resigned after telling the university he was under investigation by local authorities. The White County Sheriff’s Office initially stopped investigating shortly after, citing there was insufficient evidence to seek criminal charges. Later, District Attorney Jeff Langley reopened the case.

Detectives accused Reynolds of sending Swinson hundreds of emails and text messages over an extended period, some containing sexually explicit content. In a podcast produced by The Roys Report on May 29, Swinson discussed her sexual abuse allegations, saying Reynolds assaulted her during one-on-one Bible study sessions in his home’s basement. Reynolds had also allegedly told Swinson that God had told him that his wife was going to die, and Swinson was supposed to replace her.

The jury issued the indictment on Monday, December 8, on charges stemming from an interview in March 2024 between Reynolds and a White County Sheriff’s Office investigator.

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Prosecutors, in the first charge of the indictment, say Reynolds knowingly and willfully misled the investigator when he asserted he did not have a sexual relationship with Swinson.

Charge two accuses Reynolds of falsely stating that he was unaware of and did not use a Yahoo.com email account to send approximately 300 emails (including sexually explicit content) to Swinson. Authorities later confirmed the email address was his: The Atlanta Journal-Constitution (AJC) reported last week that Swinson turned over roughly 300 emails she says came from Reynolds. District Attorney Langley said the messages contained “a lot of information” involving the sexual relationship.

The third charge alleges Reynolds lied when he told the investigator he had never told Swinson his wife was going to die or that he planned to make Swinson his second wife.

Former VP Bradley Reynolds, left; Former President Emir Caner, right

A judge has issued a warrant for Reynolds’ arrest and set bond at $30,000, according to AJC.  The White County district attorney’s office is giving Reynolds (who may now live in Leonard, Texas) two weeks to surrender before seeking his extradition.

In June, TMU trustees voted to place TMU President Emir Caner on administrative leave, and in September, announced that he would not be returning to the school after 17 years in the role as president. Interim President John Yarbrough, who had previously served as acting president, was affirmed by the trustees to continue leading the university until a new president is named.

Reynolds’ arraignment is currently scheduled for April 2, 2026.

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.