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LCMS Convention Workbook St. Louis, Missouri — 2026, Page 515

Scan: The Lutheran Church—Missouri Synod
Transcription machine transcription, uncorrected

ECCLESIASTICAL SUPERVISION AND DISPUTE RESOLUTION
Ov. 10-27

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 rostered 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 rostered 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 rostered 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 rostered 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

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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 rostered 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 rostered 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 rostered
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 rostered 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.
Board of Directors
Minnesota South District
Ov. 10-28

To Require Completion of Ecclesiastical
Investigations and Strengthen Response
to Clergy Sexual Misconduct/Abuse
Preamble
This overture seeks to close a critical gap in the Synod’s current
supervisory process regarding clergy sexual abuse. Under present
bylaws, a pastor under ecclesiastical investigation may resign at any
time, thereby halting the process and leaving the matter unresolved.
Such resignation denies closure for the victims, weakens

2026 Convention Workbook