Arkansas Assemblies of God Pastor Sued for Sexual Assault

Plaintiff claims Rod Loy regularly sexually abused her starting when she was 16.

Another lawsuit has been filed against an Assemblies of God church and its pastor for sexual abuse.

North Little Rock First Assembly of God, photo via Google Maps / Insert of Rodney Loy

Suzanne Lander, a resident of Texas, filed a lawsuit on January 26 against Pastor Rodney Loy and the North Little Rock First Assembly of God. Lander claims Loy sexually abused her for a 20-year period from 1996 when she was 16 until 2016 when she was a 36-year-old woman.

The lawsuit is brought under a “lookback window” statute passed by the Arkansas Legislature that allows child sexual abuse victims to bring civil claims that would otherwise be barred by the statute of limitations. Lawsuits filed under the “lookback window” had to be filed by January 31.

The Arkansas Supreme Court is currently considering a case involving the statute after the Arkansas Court of Appeals ruled the law was unconstitutional in 2025. If the Arkansas Supreme Court upholds the appellate court decision, then these cases will likely become moot.

According to the lawsuit, Lander did not discover the effects of the child sexual abuse she allegedly suffered until sometime in the past three years. She claimed that Loy “systematically conditioned her to believe their ‘sexual relationship’ had been normal, godly, and her own fault.”

Lander began attending the North Little Rock Assembly of God in 1996 when she was 16 years old and in an “extremely vulnerable” condition. The lawsuit states Lander thought she had found the “home and family” she had never known.

In 1996, Loy was the executive pastor of the church and became the senior pastor in 2001, the lawsuit states. He allegedly took Lander “under his wing” and treated her like “the daughter he always wanted.” She claims he spent time with her, bought her clothing, played basketball with her, and attended her games. He also began meeting with her privately for “spiritual development.” Lander characterizes these behaviors by Loy as part of his grooming.

In the fall of 1996, Lander claims that Loy began his sexual abuse, initiating touching of her genitalia and eventually allegedly leading to rape.

According to Lander, Loy “combined sexual abuse with continued inclusion of Plaintiff in his family events, giving her money, helping her find scholarships for youth activities, and daily phone calls. [He] told [Lander] that God expected her to allow him to rape her and that followers of Jesus performed sexual acts for the men who were their spiritual leaders.”

The lawsuit also alleges the church knew or should have known that Loy was a danger to young females. He allegedly surrounded himself with young female congregants, kept an extensive photographic collection of minors, and regularly “mentored” young girls but not young boys.

While Loy supposedly enforced strict rules on other male staff interactions with females, he allegedly did not follow these rules himself.  Loy maintained an “authoritarian” atmosphere where questioning him could not be tolerated, the lawsuit claims.

The lawsuit asserts that because of the church’s negligence, Lander suffered pain, distress, embarrassment, humiliation, loss of self-esteem, depression, and post-traumatic stress disorder.

The lawsuit includes claims for sexual assault and the tort of outrage against Loy, and negligence and breach of fiduciary duty against the church. She is seeking damages for pain and suffering, mental anguish, medical expenses, lost earnings, and loss of enjoyment of life.

The North Little Rock First Assembly of God Board of Directors posted the following statement on its website in response to the lawsuit:

“Our lead pastor and church have been accused of inappropriate behavior many years ago by a former employee. The church leadership takes accusations of this nature extremely seriously. Upon initially hearing of such an allegation, the church board launched an external investigation which found nothing to substantiate the claims. We just became aware that a lawsuit was filed by the accuser. Pastor Rod and our church board vehemently deny these claims. We are prepared to defend this accusation, and we ask for your prayers and patience during this difficult time for both the accused and the person making such an allegation.”

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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.