NC Church Volunteer, Soccer Coach Accused of Molesting Three Boys Avoids Prison

The Alford Plea allows accused to accept lighter form of punishment while maintaining innocence

A court has sentenced Benjamin Wayne Damron—a former church volunteer and youth soccer coach charged in 2022 with 10 counts of sexual crimes against children—to 24 months of probation on one felony charge.

Benjamin Damron / Photo via Texas Sex Offender Registry

The sentencing comes in response to an Alford plea filed in October that reduced Damron’s conviction from 10 charges to one felony count of indecent liberties with a child.

The Alford plea allows a defendant to plead guilty while maintaining innocence, provided the plea is voluntary and supported by substantial evidence of guilt. It functions like a guilty plea—resulting in a conviction, sentencing, and long-term consequences—yet allows defendants to avoid the risks of trial and harsher penalties if found guilty. It could also impact future legal proceedings like hearings and appeals.

Courts generally accept an Alford plea only if there is a factual basis for the charge, requiring evidence strong enough to support a conviction beyond a reasonable doubt. This supposedly keeps the plea from being used frivolously.

In November 2022, MinistryWatch reported that Charlotte-Mecklenburg Police (CMPD) arrested Damron, 38, after authorities said they had identified three victims, all teenage boys. Two of the victims were under 15.

Before the accusations, Damron lived in Maryland, Florida, and Texas, where he frequently volunteered at churches across the country. He later moved to North Carolina, where he was charged. (He has since moved back to Texas.)

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In a 2023 interview, a concerned mother shared that in 2011 she attended a church in San Antonio where Damron was a youth pastor and fought for years to get Damron away from children after he got “weird” with her son.

Eight years after the Texas mom began expressing her concerns, police arrested Damron in Charlotte for abusing multiple teenage boys at local public parks and inside his home.

By then, Damron, who relocated to North Carolina from Texas, had volunteered as a youth leader in several large Charlotte churches.

In 2022, MinistryWatch reported responses from Elevation Church, Mercy Church, Southbrook Church, and Soccer Shots, where Damron had also volunteered. In all cases, Damron passed background checks when applying to volunteer at these locations.

Damron, who did not have a criminal history before the allegations—faced a potential prison term of 13 to 25 months in the custody of the North Carolina Department of Adult Corrections.

Instead, under the plea agreement, the court sentenced him to 24 months’ probation and to complete court-ordered psychiatric or rehabilitative treatment and submit to warrantless searches.

Damron is also required to register as a convicted sex offender.

A representative from the Mecklenburg Superior Court told MinistryWatch the court does not have, nor is it permitted to disclose, the reasons behind its acceptance of the Alford plea.

According to the nature of the plea, Damron maintains his innocence.

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.