Sills Drops Suit Against Lyell Estate

Other SBC-related defendants seek summary judgment in defamation case

NASHVILLE (BP) – Michael David Sills and his wife Mary are no longer seeking damages against the estate of the late Jennifer Lyell in a lawsuit stemming from Lyell’s accusation of sexual abuse against Sills.

“Plaintiffs elected to not proceed with claims against the decedent’s estate,” attorneys for the Sills said in a Sept. 12 filing in the U.S. District Court for the Middle District of Tennessee. Lyell died in June from a stroke.

Sills, a former Southern Baptist Theological Seminary (SBTS) professor, and his wife contend in the 2022 lawsuit that he never abused or forced himself on Lyell. The Sillses continue to accuse the Southern Baptist Convention, the SBC Executive Committee and eight individuals and entities related to the SBC of “defamation, conspiracy, intentional infliction of emotional distress, negligence, and wantonness concerning untrue claims of sexual abuse.”

In addition to the SBC and its Executive Committee, remaining defendants are former SBC presidents Bart Barber and Ed Litton, Lifeway Christian Resources, former Lifeway executive Eric Geiger, former SBC Executive Committee Interim President Willie McLaurin, former SBC Executive Committee Chairman Rolland Slade, SBTS and its president Albert Mohler, Solutionpoint International, Inc. doing business as Guidepost Solutions and Guidepost Solutions LLC.

Defendants filed motions Sept. 19 for summary judgment in the lawsuit, the majority consistently stating that the plaintiffs “fail to establish any evidentiary support for their claims of tortious conduct,” according to court documents.

Various documents related to the motions were sealed, including motions for summary judgment filed on behalf of Guidepost Solutions LLC and various related motions filed by attorneys for Mohler and SBTS. The EC’s motion for summary judgment can be read here.

The Sillses continue to accuse defendants of “making an example out of SBC member and employee David Sills who, without controversy, had admitted to an affair with Lyell and willingly accepted the SBC requirement that he depart from his position at the Seminary.”

Before she died, Lyell, a former Christian publishing executive, sat for a deposition in the defamation lawsuit filed by Sills, who had once been her mentor and professor. Her lawyer filed excerpts of that deposition in a federal court as part of a legal battle over discovery in the defamation lawsuit.

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In it she detailed alleged sexual and spiritual abuse by Sills in graphic detail — and insisted he had coerced her into sexual acts without her consent, and then asked her to join him at family meals afterward.

“But he always knew that I never, ever wanted any instance,” she said in an excerpt from her deposition. “And I always, always tried to stop it.”

Baptist Press originally reported on Lyell’s allegations of being sexually abused by Sills on March 8, 2019, although it framed the abuse as a “morally inappropriate relationship.” Baptist Press later removed the story and issued an explanation on Oct. 15, 2019.

The Executive Committee formally apologized to Lyell on Feb. 22, 2022, for “its failure to adequately listen, protect, and care for Jennifer Lyell when she came forward to share her story of abuse by a seminary professor.”

In addition, the EC acknowledged “its failure to report Ms. Lyell’s allegations of non-consensual sexual abuse were investigated and unequivocally corroborated by the SBC entities with authority over Ms. Lyell and her abuser.”

This article was originally published by Baptist Press. It is reprinted with permission. It has been modified to include excerpts from another MinistryWatch story.

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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.