Pastor Evades FL Death Penalty, Gets Triple Life Sentence

Jury delivers guilty verdict on 12 felony counts.

A Florida pastor who became a potential candidate for the death penalty gets a triple life sentence for filming himself abusing a child.

Jonathan Elwing, who was senior pastor at Palm View First Baptist in Palmetto when the abuse occurred, will spend the rest of his life in prison without parole after a jury found him guilty on 12 felony counts.

Jonathan Elwing / Photo via Facebook

Police initially charged the pastor and father of four with four counts of possessing child pornography and for using cryptocurrency to buy explicit images of children from the dark web.

Detectives began investigating Elwing after a cryptocurrency company tipped them about the purchases.

Days later, police conducted a search warrant at Elwing’s home and the church where he pastored. On his cell phone, they found explicit images of him sexually battering a 2-year-old child. The images included his face and made the child’s identity and age obvious, as well as connected details that matched his home, court records show.

Nearly a month later, police found enough material to charge Elwing with over 20 counts of possession of child pornography.

Elwing became a potential candidate for the death penalty after the Florida Legislature passed a bill expanding death penalty eligibility for those convicted of sexual battery of a child under 12. The bill, which became effective on October 1, 2023, states that juries no longer need a unanimous vote, but rather 8 out of 12 to sentence someone to death row. As of April 2026, several candidates have had trials that would qualify, but none have received a death sentence.

Elwing pleaded not guilty, and his defense argued that the police searched him and his belongings without probable cause or a proper warrant, and that the warrant failed to confirm that the photos transferred were, in fact, Child Sexual Abuse Material (CSAM).

Elwing’s trial began on April 20 at the Manatee County Courthouse. The jury found him guilty the following day. The court sentenced Elwing immediately.

Jonathan Elwing / Photo via Florida State Attorney’s Office

Circuit Court Judge Ryan Felix sentenced the defendant to 12 life sentences, one for each count for which the jury convicted him. Elwing is also designated a sexual predator. The judge ordered him to serve three of the life sentences consecutively, with the remaining sentences to run concurrently.

Palm View First Baptist released a statement acknowledging the sentencing and said the court details of the crimes were “horrific” and “cry out for justice.”

“We pray for the continued healing of those directly and indirectly involved in this case, especially the victim and the victim’s family,” they said, adding that they will not make further comments regarding the verdict, as the window for an appeal is now open. “We thank those involved in the legal process, especially law enforcement, court officials, witnesses, and jury members.”

 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.