Chicago-Area Megachurch Sued in Sexual Abuse Case

Lawsuit alleges Chapelstreet failed to adequately supervise alleged perpetrator.

Plaintiff John Doe has sued First Baptist Church of Geneva, Ill., — also known as Chapelstreet Church — its interim pastor Brian Coffey, and the alleged abuser Don Vanthournout for the sexual abuse of a minor from 2011 to 2018.

Chapelstreet Church in Geneva, Illinois / Google Photos

According to the lawsuit, Vanthournout was placed in positions of leadership, such as youth leader and discipleship group leader at Chapelstreet, where he had access to children.

Chapelstreet is a multi-site megachurch in the suburbs. It has four campuses: three in Geneva and one in Aurora. Coffey is currently the interim pastor, but was the senior pastor for about 20 years before moving to a mentoring and training role, the court documents state. He was made interim pastor again in 2024.

Doe alleges that between 2011 and 2018, Vanthournout groomed and sexually abused Doe repeatedly by showering with him, touching his genitals, and anally penetrating him. The abuse is alleged to have occurred at Vanthournout’s residence.

Another victim—identified as Victim #1 in the lawsuit—alleges he was a previous victim of Vanthournout decades earlier and that he alerted Coffey and Chapelstreet leadership of Vanthournout’s “history of child sexual abuse.”

“I am deeply concerned about Don talking to kids about pornography, and that he has any interaction at all with boys. I know that you are in a difficult position and I know that you’ve prayed over this greatly, as have I. I would just ask that you really revisit your position with Don, and the future he has as a leader of teenage boys,” Victim #1 allegedly wrote to Coffey in September 2010.

The lawsuit claims that Coffey replied, “I want to keep Don out of student ministries while also keeping this issue as confidential as possible. As the fall moves on, I am probably going to confront Don with what I know and give him the chance to quietly turn his sabbatical into a ‘resignation’ from all student ministries.”

However, the lawsuit alleges that despite these warnings and Coffey’s assurances, Chapelstreet took no meaningful steps to warn church members about Vanthournout’s dangerous sexual propensities nor supervised children who came into contact with Vanthournout.

Previously, Vanthournout had served as the youth pastor at a church that L.B.—John Doe’s mother—attended in the 1980s. Throughout the years, L.B. remained in contact with Vanthournout. She and her husband became missionaries and would sometimes stay with Vanthournout when they came to the Chicago area on furlough, such as the summer of 2011.

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“Coffey and Chapelstreet were aware or should have been aware that the Plaintiff, as a minor child, was at risk of being sexually groomed and abused by Vanthournout,” the court documents claim.

During the summer of 2017, Vanthournout offered to have John Doe and his brother come stay at his home away from his parents while he took the boys to various attractions, like baseball games and amusement parks.

The family returned to Vanthournout’s home again on furlough in the summer of 2018.

Because the plaintiff believes that “all acts of sexual abuse against Plaintiff took place while Vanthournout had custody or control of Plaintiff in his role as an authority figure within Chapelstreet,” he argues that Chapelstreet should be held liable for the alleged sexual abuse perpetrated by Vanthournout.

He is suing Vanthournout for sexual abuse and Coffey and Chapelstreet for negligent retention and supervision of Vanthournout as a church leader.

The plaintiff is suing for damages in excess of $50,000.

In response to an inquiry by MinistryWatch, the church wrote, “Chapelstreet Church takes all matters involving potential harm with the utmost seriousness and remains committed to truth, transparency, and the safety of all individuals in its care.”

It believes it was “ inappropriately included in this case” and “intends to vigorously defend itself through the legal process.”

“The lawsuit centers on allegations of misconduct by an individual who, while a member of the congregation, was not acting on behalf of or under the authority of Chapelstreet Church. Out of respect for the ongoing legal proceedings and those involved, the Church will not be providing additional comment at this time,” it added.

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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.