Olman Amador, 40, has been charged with two counts of child molesting and two counts of confinement where the victim is under 14 years old. Amador allegedly sexually abused the victim two different times.
Entrance to Iglesia Pentecostal Divina Trinidad #5 in Indianapolis, Ind. / Photo via Google photos
According to the case summary, the case against Amador was filed on Oct. 28, and probable cause was also found on Oct. 28.
According to WTHR 13News, an NBC affiliate, court documents say the first incident of abuse happened three years ago when the victim was helping Amador at the church in Indianapolis where he was a pastor, and the second incident happened this year when Amador drove the victim to a bus stop. Court documents say the victim’s family had attended the church where Amador was a pastor at the time, Iglesia Pentecostal Divina Trinidad #5.
According to 13News, in an interview with the police Almador denied all allegations of sexually assaulting the victim. Court documents say Almador denied ever being alone with the victim and denied inappropriately touching the victim in any way.
According to court documents, Amador told police, “any teenager can say anything, but that doesn’t mean it is true.”
Documents say that one witness told police they saw the victim crying and asked her what was wrong. The victim told the witness what Amador did to her. According to documents, the victim and witness confronted Amador.
“You don’t have proof, show me proof,” Amador responded to them, according to reporting by WTHR. “You didn’t have proof, only God, you and I are the ones who saw, no one else saw.”
The victim told the witness she had remained quiet for the last two years because Amador had asked her for forgiveness and because the victim cared for Amador’s children, court documents say.
Amador told police, according to 13News, that the church’s central location in Georgia sent him to Indiana to open Iglesia Pentecostal Divina Trinidad #5, which is where one incident of the alleged sexual abuse took place. Amador is now reportedly a pastor at Iglesia Pentecostal Vida Y Esperanza.
When 13News reached out to Iglesia Pentecostal Divina Trinidad #5, the church confirmed that Amador was a pastor for the church, but didn’t comment on anything else.
The investigation began on Sept. 23, 2025, when the Indiana Department of Child Services (DCS) Central Intake Unit received a report.
According to 13News, Amador was booked at the Marion County Community Justice Campus. Probable cause was found on Oct. 28. On Oct. 30, Amador pleaded not guilty. A no contact order has been issued, and the jury trial is set for Jan. 5, 2026.
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.