Televangelist Mark Barclay’s Son-in-Law Convicted

James Randolph convicted of child sexual assault after week-long trial

On August 30, a Michigan jury convicted James Randolph, a former pastor at Living Word Church and son-in-law to televangelist Mark Barclay, after a week-long trial.

James Randolph / Video screenshot via WNEM5

Randolph worked as the head of youth ministries and is the second of three church ministers from Living Word Church to be criminally charged. The conviction follows a string of child sex crime allegations within the Midland County church, where Mark Barclay is the founding pastor.

As MinistryWatch has previously reported, father and son duo Randy Saylor and Brandon Saylor were also charged with criminal sexual conduct charges. Brandon Saylor was sentenced in May 2024. Randy Saylor’s trial is under possible delay for a conflict of interest regarding a witness.

Randolph was arrested in November 2023 after a victim came forward alleging that he began abusing her when she was in sixth grade. Authorities charged him with six felony charges. In January 2025, Randolph rejected a plea deal that would have allowed for a lesser possible sentence.

This is the second time Randolph has been convicted of a sex crime against a minor. In the first, authorities in Jackson County, Missouri, charged and convicted Randolph of third-degree child sex crimes for raping a 15-year-old girl with developmental disabilities in 1985.

The August conviction came after the judge ordered that Randolph could not bring an expert witness to testify, and the prosecution was not able to admit the victim’s diaries. However, the jury was allowed to take Randolph’s past sex crime charge into consideration. The jury returned a guilty verdict on all six counts after two and a half hours of deliberation following the week-long trial.

Some church members direct blame to leadership. Member Dana Stahl said, “Mark Barclay, the person that ordained and promoted and elevated James Randolph…He was aware of his past crimes.”

Church members also raise concerns about institutional accountability and clear oversight within Mark Barclay’s ministries and church.

Circuit Judge Michael Beale revoked Randolph’s $500,000 bond, and Randolph was immediately remanded into custody. Randolph is scheduled for a sentencing hearing on November 13. He faces a possible life sentence.

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.

###

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.