Arkansas Church Resolves Sexual Abuse Civil Case

Settlement closes lawsuit stemming from volunteer's assault of teenage boy.

Immanuel Baptist Church in Little Rock, Arkansas, one of the largest churches in the state, has settled a nearly two-year-old sexual abuse lawsuit through its insurance carrier. The case involved Reagan Danielle Gray, a female volunteer accused of assaulting a 15-year-old boy from the church’s youth group.

Immanuel Baptist Church (Photo via Google Maps) / Insert of Reagan Danielle Gray (Screenshot via KTHV)

Executive Pastor Mark Carter released the following statement to the Baptist Press in June:

“Immanuel Baptist Church announced yesterday (June 16) that the church’s insurance carrier has reached a settlement in the John Doe civil case to the mutual satisfaction of all involved. The case will be dismissed upon completion of the settlement process.”

Josh Gillespie, attorney for the “John Doe” victim, said “the matter was solved amicably” the Arkansas Democrat-Gazette reported.  The terms of the settlement have not been disclosed.

The events of the case date back to 2020, when Gray — a member of the church’s praise team and a former middle school teacher — first assaulted Doe when he was 15 and she was 23.

Doe’s parents discovered messages between him and Gray on his phone. The investigation revealed that Gray had sent sexual images via text and Snapchat and that the two had engaged in multiple sexual interactions, short of intercourse, in her vehicle.

Doe filed the civil case against the church, former Senior Pastor Steven Smith and Brotherhood Insurance Co. The claim alleged that the church and Smith “knew or should have known” that Gray posed a danger to youth.

After the abuse came to light, Smith suspended Gray from student ministry work and required her to undergo counseling. He allowed her to return to volunteer ministry within months, however — a decision Smith later said he regretted.

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Gray was arrested in April 2024 and pleaded no contest in May 2025. She received six years of probation, a fine of $1,000, and was placed on the sex offender registry.

Immanuel Baptist Church is also involved in a “Jane Doe” case by a woman who claims she was sexually abused by Patrick Stephen Miller, the church’s former assistant director for children’s ministry. Miller is scheduled to stand trial on related criminal charges beginning Sept. 29.

Both cases raised serious questions about how the church handled the allegations and contributed to Smith’s resignation in March 2024. Smith had failed to inform the congregation about the accusations against Miller and, by his own admission, severely misjudged the situation with Gray.

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.