To Standardize and Strengthen Response to Rostered Worker Sexual Abuse

Preamble The 2023 Synod convention adopted Resolution 10-05A, “To Speak to Spiritual Care of Victims of Sexual Misconduct by Individual Members of the Synod,” which addressed the issue of spiritual care for all parties involved in accusations of clergy sexual misconduct. This overture is focused on care for victims who come forward with their stories in light of “institutional abuse”—as experienced by victims who are further traumatized by the current process outlined in Bylaw section 2.17. The goal is twofold: (1) to shape a response that is trauma-informed and centered in the needs of victims, and (2) to safeguard congregational life for those vulnerable to sexual boundary violations.

WHEREAS, God establishes the Office of the Holy Ministry for the care of His people (John 20:21–23; 1 Tim. 3:1–7; Titus 1:5–9), and those who serve in this office are called to lives that are “above reproach” (1 Tim. 3:2); and

WHEREAS, The Synod has created systems of ecclesiastical supervision to protect congregations, preserve the pastoral office, and address serious sin among roster ed workers; and

WHEREAS, Reports of sexual misconduct, abuse, harassment, assault, or boundary violations require immediate and serious response that centers the safety and well-being of those harmed; and

WHEREAS, Any sexualized behavior by roster ed workers (ordained and commissioned ministers) toward those under their spiritual care is abusive because of unequal power, spiritual authority, and vulnerability; and

WHEREAS, Abuse of spiritual authority causes lasting spiritual, emotional, and psychological harm; and

WHEREAS, Present practice allows a roster ed worker to resign at any stage, preventing investigation or stopping it mid-process; and

WHEREAS, Such resignation hides the reason for departure, avoids accountability, and allows movement into new ministry spaces without warning; and

WHEREAS, Those who are harmed deserve a process that seeks truth and justice without pressure toward reconciliation or silence; and

WHEREAS, There is no consistent public method for identifying pastors who leave while under investigation; and

WHEREAS, District presidents currently exercise wide procedural discretion, resulting in inconsistent handling of allegations, uneven documentation, and differing outcomes across districts and over time; therefore be it

Resolved, That the Synod adopt clear definitions for sexual abuse, sexual misconduct, sexual harassment, and sexual assault using pastoral, legal, and psychological standards, and affirm that sexualized behavior by roster ed workers toward those under their care is abuse; and be it further

Resolved, That allegations of sexual misconduct, sexual abuse, sexual harassment, sexual assault, or serious boundary violations shall automatically initiate an investigation to determine whether the allegations can be substantiated; and be it further

Resolved, That resignation, retirement, transfer, or removal from the roster shall not prevent or end such an investigation; and be it further

Resolved, That district presidents shall be required to complete all investigations regardless of resignation status and issue written findings and final disposition; and be it further

Resolved, That the Synod require a clear public designation for any roster ed worker who leaves while under investigation, using language that plainly states that the individual resigned or departed during an active investigation; and be it further

Resolved, That when an investigation confirms roster ed worker sexual abuse, the outcome and removal from office shall be made public in a way that protects victim identity while ensuring transparency; and be it further

Resolved, That the chairman of the Council of Presidents appoint a task force to revise Bylaw section 2.17 and all related bylaws, manuals, and policies in order to establish a single, standardized set of procedures for all ecclesiastical investigations of sexual misconduct, to be followed uniformly across all districts and over time, and that such revisions shall consider the following recommendations:

• require completion of investigations regardless of resignation;

• mandate public identification when a pastor resigns during an active investigation;

• set required timelines, documentation standards, victim-care protocols, due-process protections, and reporting requirements; and

• prioritize accountability and transparency over institutional protection;

and be it further

Resolved, That this task force include survivors of roster ed worker abuse, trauma-informed professionals, and at least three women so that victim perspectives guide the work; and be it further

Resolved, That the Synod create systems of oversight, documentation, and review to ensure ecclesiastical supervisors faithfully follow required procedures, and that neglect or refusal to do so shall be subject to review and discipline; and be it further

Resolved, That all roster ed workers and seminarians receive regular training in abuse prevention, power dynamics, boundaries, trauma-informed care, and reporting obligations; and be it finally

Resolved, That the Synod reaffirm that faithful oversight of the pastoral office includes transparency, accountability, protection of the vulnerable, and truthful witness for the sake of Christ and His Church.