KY Worship Pastor Dies by Suicide After Sex Abuse Arrest

David Rodgers was charged with sex abuse crimes, including possession of CSAM exploiting a minor under 12yo.

Last week, former Kentucky pastor David Rodgers, 40, killed himself after being arrested on multiple sexual abuse charges, including possession of abuse materials exploiting a minor under 12.

Police initially arrested Rodgers on February 16. A few days later, on February 19, police responded to the report of a 40-year-old man with a self-inflicted gunshot wound.

David A. Rodgers / Daviess County Detention Center

Kentucky State Police released an updated statement the next day. “The Daviess County Sheriff’s Office and Daviess County Coroner’s Office responded to the apparent suicide of Mr. David Rodgers around 9:45 am yesterday morning near his Utica residence.” Police protocol dictates the case remain open until a formal death certificate is entered, after which the case can be closed.

Police began its investigation after receiving a complaint in January 2026 accusing Rodgers of inappropriate behavior against a minor, according to reporting by 14 News.

The former worship pastor of Pleasant Grove Baptist Church was ultimately charged with various sexual abuse crimes, including third-degree rape, second-degree sodomy involving a position of authority, first-degree sexual abuse, procuring or promoting the use of a minor by electronic means, and possession of matter portraying a sexual performance by a minor under the age of 12.

“It looks like it was somewhere around 10-11 years ago where the victim was of early age, perhaps as young as 12 but that can give or take some years with that. The relationship flourished from there where ultimately it went to a sexual relationship and ultimately that’s where the charges stem from with sodomy, rape 3rd, and also the abusing the power of trust,” Kentucky State Police Trooper Corey King said, according to 14 News.

After his arrest, Rodgers confessed to the offenses during his interview with police. He was then released on a $75,000 bond.

Photo by Jonathan Bowen / Google Photos

Upon receiving news of Rodgers’ investigation and arrest, Pleasant Grove immediately removed him from his position. “Pleasant Grove has always taken the physical, spiritual, and emotional safety of those on our campus, especially our children, with the utmost concern, and that continues to remain of primary importance,” the church said. “The church takes all allegations of sexual assault extremely serious and we ask that you join us in prayerfully waiting information regarding this ongoing legal matter.” The church also removed Rodgers from its website.

At the time of writing, Rodger’s death is still under active investigation pending further official comment from the Kentucky State Police.

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.

Access to MinistryWatch content is free. However, we hope you will support our work with your prayers and financial gifts. To make a donation, click here

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.