CA Church Reports Pastor for Inappropriate Behavior, Leading to Arrest Charges against Joshua Kemper include lewd acts with a child and sending harmful material to a minor

Joshua David Kemper, 47,pastor of Foothill Church in Coarsegold, California, has been charged with 14 counts of sex-related acts with a minor.

EDITOR’S NOTE: This story includes depictions of sexual abuse, and may be triggering for some readers.

Even as the Assemblies of God denomination faces accusations that it has mishandled hundreds of cases of abuse within its ranks over decades, this case involves an Assemblies of God congregation who reported their pastor to police.

The Madera County Sheriff’s Office said church officials filed a report on July 28, 2025, claiming its pastor had been engaging in inappropriate conduct with a minor, sparking a months-long investigation.

Charges against Kemper, include 4 counts of oral copulation with a victim under 16, 1 count of oral copulation while a victim is intoxicated, 3 counts of lewd acts with a child who is 14 or 15, 1 count of sending or distributing harmful matter to a minor with intent of seducing, and 1 count of possessing material depicting minor engaging in sexual conduct.

According to a statement from the Madera County Sheriff’s Office, Kemper and the victim were in a sexual relationship that ran between March and July 2025. Multiple incidents occurred in the church, her home, and inside Kemper’s vehicle.

An archived page of the Foothill Church website calls Kemper the Lead Pastor. According to the page, Kemper is a licensed minister with the Assemblies of God and accepted a pastorate at Foothill Church in 2019. It is not clear if he now retains his position.

Ministry Watch left a voicemail and emailed Foothill Church using contact information on their website but has not received response.

The investigation, led by Detective Michaela Plummer, lasted months and found digital evidence showing explicit messages, photos, and videos exchanged between Kemper and the minor. Investigators also identified extensive digital grooming behaviors and found that Kemper used a Voice Over Internet Protocol (VoIP) phone number—which allows a user to make calls through the internet—and social media accounts to conceal communication with the victim.

After Kemper declined to provide a statement to investigators, police sought a warrant for arrest and arrested him at his house on Monday, Oct. 27. A hearing will be held on Nov. 19.

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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.