Police in Ormond Beach, Florida, are investigating allegations of abuse at a church and its accompanying Christian school that stretch back more than two decades.
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Riverbend Community Church and its associated Christian school, Riverbend Academy, are under investigation by the Ormond Beach Police Department (OBPD) for allegations of abuse. According to an official statement from the OBPD, the investigators are looking into accusations from the early 2000s while also trying to determine if there are any current victims.
“Please remember, this is an active and ongoing investigation,” said Police Chief Jesse Godfrey. “We take these allegations very seriously and are committed to supporting potential victims and protecting this community, all while conducting a thorough and impartial investigation.”
The Ormond Beach Criminal Investigation Unit opened an investigation into allegations of abuse on August 18 and are seeking anyone who may have related information. “All reports will be handled with sensitivity and confidentiality,” the investigators said.
The elders of Riverbend Community Church released a statement saying the allegations came as a surprise to church leaders. “We were not aware of these things and are brokenhearted to learn about egregious sin in our church’s past,” it said.
The elders encouraged victims to come forward. “We desire to humbly listen to anyone who would like to speak with us,” they said. “We desire to know the truth and set things right…These things are all very new to us, and we are humbly committed to truth, safety, transparency, and justice as we work through this.”
On August 21, survivors and advocates posted a Substack detailing abuse they say they endured at Riverbend, including 11 first-hand accounts. The group also says they surveyed 63 women associated with Riverbend, and a third (29.5%) “reported they were manipulated or coerced into sexual behavior by an adult male church member or youth leader when they were minors.” More than a third (36.7%) “reported feeling that they received romantic or sexual attention from an adult man at the church when they were minors.”
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The survivors also claim that victims had gone to church leadership to no avail. “We know that for years, women have gone to pastors and elders directly with credible allegations of sexual abuse and spiritual manipulation, while others have reached out through intermediaries or confided in trusted church members,” the post reads. “These efforts have been met with dismissal, silence, retaliation, or, worst of all, performative action followed by a quiet return to the status quo.”
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.