NC Missions Pastor Charged With Trafficking and Child Sexual Abuse

Luis Sosa allegedly offered both victims ‘once in a lifetime’ mission trip to the US.

A former missions pastor from North Carolina was arrested in Florida last month after being accused of sexually abusing two teenage girls almost 20 years ago.

Bodycam footage from arrest of Luis Sosa / Video screenshot via WBTV 3 News

Luis Alberto Sosa, 50, faces a total of 16 felony charges. Those charges include felony human trafficking, felony statutory sexual offense, felony sexual activity by a custodian, and felony indecent liberties with a child.

The investigation into Sosa began in August 2025 when the Iredell County Sheriff’s Office received information about alleged abuses Sosa had committed. The alleged abuse occurred between May 2002 and June 2008 at multiple locations in Mooresville, North Carolina—a city just north of Charlotte.

Investigators say that at the time of the alleged abuse, Sosa was serving as a missionary pastor in Argentina. It was there that the pastor met the two minors — ages 13 and 17 — and offered them a “once in a lifetime” mission trip to the United States.

Sosa was granted temporary guardianship over the two alleged victims for the duration of the trip. Over the course of that two months, Sosa allegedly sexually abused both teenagers.

The victims first reported the alleged abuse to authorities in Argentina. Those authorities then forwarded the case and its information to Iredell County Sheriff’s Office through the Argentinian consulate.

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During the investigation process, authorities learned that Sosa had fled North Carolina and was now living in Florida. The Sheriff’s Department obtained necessary warrants and an extradition order so Florida officials could make the arrest and extradite Sosa back to North Carolina.

Sosa’s arrest was made by the Flagler County Sheriff’s Department without incident. Bodycam video from the arrest, obtained by WBTV 3 news, shows Sosa being handcuffed as he was walking his dog.

When informed of his arrest warrant, Sosa expressed surprise. On the video, he can be heard uttering statements like “Oh shoot” and “Oh my goodness.”

At the time of his arrest, Sosa was being held without bond while he awaited extradition.

Authorities say the investigation is ongoing.

E​​DITOR’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.