Tuesday afternoon, State Rep. Juandalynn Givan (D-Birmingham) was granted a hearing on her request for a temporary restraining order that would prohibit the Alabama Democratic Party from certifying Alicia Escott Lumpkin as the nominee for House District 60.
Circuit Court Judge Chuck Price scheduled a hearing for June 11 at 11:30 a.m. An earlier judge recused herself.
"She has integrity," Givan noted.
"As detailed in the Verified Complaint and the First Amended Complaint, Plaintiff faces immediate, permanent, and irreparable harm if the Democratic Executive Committee certifies an ineligible candidate for the November 2026 ballot in violation of Alabama Code § 45-37A-52.95(9)," the motion by Givan explains.
Givan has filed suit against Lumpkin, the Democratic Executive Committee, the formal name for the Alabama Democratic Party, and its chairman, Dr. Randy Kelley.
The basis of the lawsuit is that the party erred by failing to require proof that Lumpkin was no longer an employee of the City of Birmingham while also serving as a candidate.
Alabama Code § 45-37A-52.95(9) states that "No employee of the Mayor's staff shall run for elected office while so employed."
Lumpkin was a longtime employee of Birmingham Mayor Randall Woodfin when she originally qualified to run for the state house. After a challenge by Givan based on the law, Lumpkin withdrew her candidacy and then re-qualified around January 21, 2026.
"I have been questioning this issue," Givan told 1819 News. "I feel like at the end of the day I'm not questioning numbers I'm questioning procedures," she explained.
She states that the letter of resignation was not sufficient proof.
"Produce the documents! Produce the proof. Produce the pay stub. Produce the certified city payroll," Givan said, noting that U.S. Sen. Tommy Tuberville (R-Auburn) has recently provided his tax returns to settle a challenge of his residency.
The items Givan is seeking to confirm Lumpkin's employment includes as follows:
Payroll records;
Personnel records;
Compensation records;
Benefits records;
Leave accrual records;
Direct deposit records;
Key-card access records;
Employment status records; and
Other records capable of conclusively establishing Defendant’s employment status.
"The law is the law," Givan said.
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