Author of Christian Sexual Ethics Articles Arraigned on Sexual Assault Charges

Cedarville University professor accused of ongoing abuse of a minor

A former Christian university professor has been charged with ongoing sexual assault of a child.

John Tarwater, 55, taught in the business and finance department at Cedarville University in Cedarville, Ohio. He was also a vocal proponent of Christian sexuality, moral ethics, and discourse, having published various articles on sexual ethics. In 2005, he published his book “Marriage as Covenant: Considering God’s Design at Creation and the Contemporary Moral Consequences.”

Cedarville University (video screenshot) / Insert of John Tarwater

After the indictment was filed March 27, Tarwater stood before the Greene County magistrate to be arraigned for first-degree felony rape, second- and third-degree felony sexual battery and third- and fourth-degree felony gross sexual imposition. He entered a not-guilty plea and bond was set at $1 million.

According to the indictment, the alleged abuse occurred between 2019 and 2025. The indictment also states the crimes involved a child age 13 or younger when the abuse began and that Tarwater compelled the victim by force or by threat of force, according to reporting by The Roys Report. The victim is not affiliated with Cedarville University.

A statement by Cedarville said, “This is a grievous situation, and we have encouraged our campus community to pray for healing for all affected,” according to reporting by WHIOTV.

The university was informed of allegations in July 2025: “Due to the nature of the investigation, he was immediately placed on administrative leave and restricted from coming on campus. In October [2025], he was dismissed from his contract.” The university learned of the nature of the charges after a grand jury was called.

According to The Roys Report, Associate Vice President for Human Resources John W. Davis emailed the Cedarville community: “While it is our understanding that these charges do not involve anyone Dr. Tarwater met or interacted with as a University professor, our guiding priority was transparency and the safety and well-being of everyone on campus.”

The university advised the Cedarville community that anyone with similar allegations or with suspicions about Tarwater to contact and report them to the Title IX office on campus.

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. 

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