Case Against WV Pastor Proceeds to Grand Jury

Kevin Curtis Jones allegedly solicited minor via computer and used AI to alter image of juvenile

A case against a pastor of Summit Church in Elkins, West Virginia, will proceed to a grand jury after a three-hour hearing found probable cause for the charges against him.

Photo via Google Maps / Insert, Kevin Curtis Jones

Kevin Curtis Jones, 33, was arrested on Oct. 1 after an officer allegedly found images of a juvenile on Jones’ cellphone, including one with the alleged victim in her underwear. At the time of the photo’s timestamp, according to the criminal complaint, the alleged victim was under 18 years old.

He has been a pastor for Summit Church since 2018 and senior pastor since 2021. The alleged victim attends Summit Church.

Another photo is believed to be an explicit “computer-generated AI” image of the alleged victim, according to the complaint. This is the second instance of AI-generated photos that Ministry Watch has reported in the last month.

D.A. Cale is the investigating officer and filed the criminal complaint on Oct. 1. According to the complaint, Cale applied for a search warrant to seize devices like flash drives, storage devices, and computers. He located Jones in an RV at the Smokey Bottom Camp Ground. Officers are still reviewing the “more than a million files” found on the “large amount” of cellular and storage devices.

The alleged victim was also in the RV and told Cale that Jones had communicated with her over the phone about being in a “clandestine relationship” once she turned 18.

Cale explained solicitation of a minor via computer, as defined by the West Virginia State Code, to the alleged victim. When he asked her if she thought Jones had solicited her, the alleged victim said, “Yes.”

“The alleged victim testified [in the hearing] that she did not have sexual contact with Jones until after she turned 18 and that she wants to be in a relationship with him,” according to a report from WBOY. “Another female witness testified that she had contact with Jones when she was underage, but that the contact was not inappropriate.”

The two charges leveled against him include two felonies: 1) soliciting a minor via computer and 2) distribution and exhibiting of material depicting minors engaged in sexually explicit activity.

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The solicitation charge will proceed to a grand jury. A hearing on the distribution and exhibiting charge will occur on a later date.

Jones is on bail for $50,000 for each charge. If Jones makes bond, he will not be permitted to have contact with anyone under the age of 18, and his access to electronic devices will be restricted.

MinistryWatch reached out to Summit Church, but has not received a response. We will update this story in the case of a reply.

As of this publication, Summit Church has not spoken publicly about Jones’ charges. On the Sunday following Jones’ arrest, another pastor, Jeremy Akers, asked the church congregation to pray for church leadership. “The devil has come after this church since it started,” he said. “Leader after leader [has] fallen. And the elders have a lot of decisions to make, and you need to pray for them, because they need a good, solid leader to come in.”

“This church has been through hell this week,” Akers continued. “That’s okay. Good things come out of bad things. What the enemy meant for evil, the Lord will make good.”

MAIN PHOTO: Photo via Google Maps / Insert, Kevin Curtis Jones

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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.