NAMPA (ID)
Ministry Watch [Matthews NC]
September 30, 2025
By Isaac Wood
Matthew Stephen Masiewicz, former lead pastor at Sovereign Grace Fellowship in Nampa, Idaho, was arraigned last week for 13 counts of sexual exploitation of a child. Charges include generating underage images using artificial intelligence.
Investigators found videos of children on his phone and computer and say he denied physical contact with any juveniles. He faces six counts for allegedly distributing child pornography over an anonymous messaging app, six counts of possession of pornographic material and one count for altering an image using AI. He faces up to 270 years in prison.
The crimes reportedly occurred as early as March 2025.
The Idaho Internet Crimes Against Children (ICAC) was notified on Aug. 20, 2025, after six files of child pornography were sent over Kik, an online messaging app.
ICAC investigators served search warrants to request chat logs from Kik and search Masiewicz’s home and church. They found login information that connected Masiewicz to a user that discusses using AI to “alter images of women to make them look younger” in a group named “Church Pastors.”
According to an affidavit obtained by Idaho News 6, Masiewicz told detectives the messaging app was “dark” and “it pulls you in,” and that his addiction started a long time ago. He said he felt he had to hide it because he was a pastor.
The affidavit says some of the child pornography was uploaded from the IP address at the church. Masiewicz became senior pastor in 2020 and handled the Sunday sermons. The church sent KTVB News a statement regarding Masiewicz’s charges.
“The Elder Board at Sovereign Grace Fellowship is grieved thoroughly by what Matt has done, and we acknowledge that this is a grievous sin and something Matt hid thoroughly,” the statement said.
The statement supported the investigation, requested prayers for the suspect’s family, and asked that people reach out with information. “The truth must come to light,” it said.
“He’s in a position of trust, this has been going on for months, the images are horrific as described,” said 3rd District Judge John Meierhofer at the arraignment hearing. “This is not a situation where he should be getting out under any circumstance, and if I could no-bail, I would, but I can’t.”
Masiewicz was given a $2 million bail in a Canyon County courthouse, and he was issued a no-contact order for all children under 18, excluding his 17-year-old son. A preliminary hearing is scheduled for October 7.
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.