FL Assemblies of God Pastor Charged With Failing to Report Child Sexual Abuse

Mark Vega allegedly knew about several cases of sexual abuse by young men at the church.

This article was updated on 12/3/2025 to reflect Vega’s arrest.

Mark Vega, senior pastor of Ignite Life Center — an Assemblies of God congregation — has been charged with failure to report suspected child abuse, according to a sworn complaint filed with the 8^th Judicial Circuit Court in Gainesville, Florida.

The complaint dated August 13 alleged that Vega “knowingly and willfully” failed to report suspected child abuse and engaged in behavior “that demonstrated a desire to prevent others” from reporting the abuse.

The allegations include a number of instances involving sexual contact by several young men associated with Ignite against minors, both male and female.

Gabriel Hemenez

The allegations begin by relating an incident in 2019 when students enrolled at the Ignite School of Ministry were traveling by bus from Florida to Kentucky. During the bus ride, a 22-year-old male identified as M.R. grew tired and was looking for a place to sleep. Gabriel Hemenez agreed that M.R. could lay a pillow on Hemenez’s lap to rest.

According to the complaint, M.R. awoke to find Hemenez inappropriately touching M.R.’s genital area without M.R.’s consent. Upon arriving at the destination, M.R. reported Hemenez’s behavior to Ignite leaders and to two other persons via phone.

Upon returning to Gainesville, M.R. said he attended a meeting with Ignite leadership at which Hemenez was present. M.R. affirmed his earlier report of Hemenez’s unwanted sexual contact, but Hemenez claimed the contact was consensual.

M.R. reported that Vega told him he would “take care” of the sexual contact incident that occurred on the bus.

Several years later, in 2023, Hemenez said that he had admitted to the sexual assault of M.R. on the bus, that it was not consensual, and that he was placed on probation by the Ignite church leadership after the incident. Hemenez also said Vega assured Hemenez that Vega would not give up on him.

Hemenez was again accused of sexual conduct in 2021 when he was serving as a leader during the Ignite summer camps and staying in a bunk room full of boys.

A 16-year-old male, identified as V.B. and who was the younger brother of church leader Nicholas Bruce, claimed that Hemenez grabbed his genital area. He had been grooming V.B. by providing “vapes” to V.B. and other male campers, the complaint states.

V.B. revealed Hemenez’s abuse to Bruce in October 2022 and asked for his help in reporting Hemenez to the authorities, especially after learning that Hemenez had access to children at a different church in Orlando. Bruce agreed to speak to Vega about the matter. Vega allegedly promised to report Hemenez’s action to the authorities.

In December 2022, V.B. again asked his brother about the matter because he had not received confirmation that Hemenez had been reported. In addition, V.B. told Bruce he had learned of at least three more victims who were sexually abused by Hemenez.

Bruce claimed he immediately called Vega to report the new information and to inquire about the previous conversation and reporting. Vega allegedly told Bruce they would discuss the matter when Bruce returned to Gainesville from New York.

After his return to Gainesville, Bruce said Vega still had not reported any of the incidents, but instead suggested Bruce investigate the incidents and report as he deemed appropriate. Bruce did so and made a report about Hemenez to Gainesville police in February 2023. At that time, Hemenez had access to children at a church in Atlanta.

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Christian Vargas & Noel Cruz

Two minor females, K.C. and A.S., reported that Christian Vargas, Vega’s son who was age 17 when the incidents began, had engaged in sexual intercourse with them in an isolated area of Ignite, known as “the furnace.” Vargas also allegedly had sexual intercourse with V.V., a 15-year-old who was a member of Ignite.

One member of the Ignite staff, Robert Moramarco, who was in charge of the surveillance cameras at the church, reported to church leaders that he observed footage in which Vargas would turn the camera away from the “furnace” and toward the wall.

V.V. also reported that Noel Cruz, a 20-year-old male member of Ignite, drummer in the church band, and son of one of the pastors, also had sexual intercourse with her.

V.V.’s parents contacted Vega to report the incidents with their daughter. The complaint states Vega said he would set up a meeting to “scare the sh-t out of these guys.”

At the meeting, Vargas and Cruz expressed remorse and apologized, and Vega decided he would institute a “process of restoration” for not just Vargas and Cruz, but V.V. as well.

After the meeting, V.V.’s father reported to Vega that she was being harassed by Vargas and Cruz for reporting the incidents. V.V.’s father described a follow-up meeting with Vega as “intimidating” and said Vega asked if V.V.’s father really wanted to get the authorities involved and “ruin the lives” of Vargas, Cruz, and V.V. Despite the “intimidation,” V.V. cooperated with the Gainesville police investigation.

Hemenez, Vargas, and Cruz were all arrested by the Gainesville Police Department on charges of sexual abuse.

Failure to report

“It is indisputable that [Vega] failed to report known or suspected child abuse and child sexual abuse to the authorities in direct violation of Florida Statute,” the complaint concludes.

Failing to report child abuse is a third-degree felony in Florida with a possible penalty of up to 5 years in prison and a fine of up to $5,000.

In a statement to NBC, the Assemblies of God’s national office said it “takes matters of this nature seriously” and that it has “a well-established process to address them.” It referred questions about Vega to the Florida Multicultural District, which it said would be responsible for any internal investigation into Vega’s actions.

The district office and Ignite Life Center did not immediately reply to a request for a statement about the charges or any investigation they plan to undertake. MinistryWatch will update the story upon a reply.

Ignite Life Center is also the subject of a civil lawsuit filed by alleged minor victims who claim they were sexually abused while at Ignite Summer Internship programs in 2018 and 2021.

The Assemblies of God has been receiving significant attention in recent months for allegations of sexual abuse in its ranks, including its college ministry Chi Alpha. Read more here.

Update: Vega was arrested on November 24 for the charges related to his failure to report suspected child abuse. He pleaded not guilty, and his next court appearance is scheduled for January 12.

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.