Repeat Offender Pastor Resentenced to 130 Years

Case highlights need for churches to screen leaders and enforce child-safety policies.

A former Louisiana pastor and registered sex offender who was sentenced to 80 years in prison in May for sexual offenses against boys has had his sentence increased by 50 years.

Jefferson Parish Government Center (Photo via Google Maps) / Insert of Terry Reed (Jefferson Parish Sheriff’s Office)

Terry Reed, 66, was convicted in May of two counts of third-degree rape and two counts of molestation of a juvenile, according to the Jefferson Parish District Attorney’s office.

Reed operated a church, Vessels of Christ Ministry, out of his home in Terrytown, Louisiana, a suburb in the New Orleans metro area, according to reporting by ChurchLeaders.

Prosecutors said Reed targeted troubled boys, then used scripture to manipulate and coerce them.

Reed had been convicted twice before, in 1997 and 2017, of similar indecent behavior with juveniles. He was sentenced to five years of probation in each of those cases and ordered to register as a sex offender.

One of Reed’s more recent victims came forward in 2023, alleging that Reed had sexually abused him between the ages of 16 and 21. Another victim came forward soon after, saying Reed abused him after the teen moved into his home in 2011.

The jury deliberated for less than an hour before returning a guilty verdict.

In one victim impact statement, the single mother of one of the victims testified that Reed — whom she had known since she was a young girl — used “manipulation tactics” to gain her trust and persuade her to let her troubled son move into his home.

“I gave Terry the opportunity to be the grandfather figure that he long wanted to be,” she said, according to the Jefferson Parish District Attorney’s Office. Instead, she said, Reed sexually abused her son.

After the initial 80-year sentence, prosecutors filed a habitual-offender bill citing Reed’s 2017 conviction. Citing Reed’s pattern of abusive behavior, Judge Ray Steib of the 24th Judicial District Court increased his sentence to 130 years on June 30.

Vessels of Christ Ministry was an independent church not affiliated with any major denomination. It has since closed operations.

The full circumstances around the sexual abuse victims and their family situations are not fully known, but child-safety experts recommend practices churches can adopt to protect children from sexual predators.

Parents can ask about a church’s child protection policies, including whether staff and volunteers undergo background checks, whether the church provides child sexual abuse prevention training, and what the church’s response protocol is if abuse is reported.

A criminal background check doesn’t always reveal predators, but in this case, Reed was listed in the publicly accessible Louisiana sexual offender registry.

The Evangelical Council for Abuse Prevention (ECAP) has developed child safety standards recommended for all churches and ministries to follow.

They include proper governance policies, proper supervision and communication policies, screening procedures, training, and a reporting and response plan.

ECAP also emphasizes that having the policies in place is not enough.

“Churches must avoid at all costs having policies in place but simply allowing them to be ignored and/or violated.  The inescapable truth is this: having good policies — and then not following them — is FAR WORSE than not having them at all,” ECAP wrote.

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.