Former MD Megachurch Pastor Arrested for Child Sex Abuse Greater Grace World Outreach faces multiple lawsuits over abuse allegations

About four months after his indictment for allegedly abusing a child in Massachusetts in 1980, former Greater Grace Pastor Eric Anderson, 80, has been arrested in Florida.

WWLP reported that the Manatee County Sheriff’s Office apprehended Anderson on August 25 on an extradition warrant from Berkshire. The warrant originally only allowed for extradition from Virginia, where Anderson was known to have lived, but was later expanded to Florida after a vehicle registered to the suspect was spotted in Bradenton.

Anderson, who previously led Greater Grace’s Bible college, allegedly committed the abuse before the church moved to its current home in Baltimore, Maryland. At the time, Greater Grace was known as The Bible Speaks and was headquartered in Western Massachusetts.

Anderson is being held without bail on two counts of indecent assault and battery of a child. He is contesting his extradition from Manatee County to Massachusetts. His arrest follows the revoking of the credentials of two other Greater Grace pastors—Henry Nkrumah and an individual whose name has not been released—in April for alleged sexual abuse.

These shakeups are the latest developments in a saga that began in 2019, when a group of former Greater Grace members began investigating what they believed to be a pattern of abuse and concealment. The findings of that group, known as the Millstones, were revealed in a three-part series of articles published in the Baltimore Banner.

Anderson’s accuser, Erika Slater, responded to the arrest by praising law enforcement. “I’m thankful he’s being held without bail,” she told The Banner.

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Slater filed a police report against Anderson last year following The Banner’s series. She claims that when Anderson was her school principal in 1980, he groped her several times behind his desk.

Greater Grace released a statement about the arrest on its Youth Safety Review.

“The pursuit of justice is a command to believers,” said the statement signed by Head Pastor Thomas Schaller and elders. “We are grateful for law enforcement officers who pursue justice, and for the individuals who chose to speak to the authorities, knowing that the choice to engage the criminal justice process often comes at great personal cost.”

Greater Grace is currently the target of five civil lawsuits connected with alleged sex crimes that took place in the 1990s. One of those suits involves former youth group leader Ray Fernandez, who was convicted of sexually abusing three boys on multiple occasions from 1996 to 1998. The church is attempting to limit the financial blow of these lawsuits by taking advantage of a state legal loophole called charitable immunity. If accepted, this provision would limit the church’s liability to the amount covered by its insurer.

Meanwhile, the church announced that an independent investigation into its handling of sexual misconduct allegations is wrapping up. The firm, Godly Response to Abuse in the Christian Environment (GRACE), has interviewed more than 50 people and, according to the church, has “made significant progress” on its final report.

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.