HB683 Alabama 2015 Session

Updated Feb 24, 2026

Summary

Primary Sponsor: Matt Fridy
Republican
Session: Regular Session 2015
Title: Pelham, civil service system and personnel board, Act 89-189, 1989 Reg. Sess., amended and reenacted
Summary: Pelham, Alabama creates a city civil service system with a merit-based classified service, a personnel board, and formal rules for hiring, advancement, discipline, and leave.
What This Bill Does
If enacted, the bill establishes a City of Pelham civil service system with a classified and an unclassified service, forms a three-member personnel board, and creates a Human Resources Director to run the system. It requires a classification and pay plan, open- and promotional-exam processes, and certification lists to fill jobs, with rules for promotions, demotions, transfers, and layoffs. It also sets procedures for recruitment, testing, disciplinary actions, appeals, overtime, leaves, retirement-related matters, grievance procedures, and payroll administration. The act emphasizes public notice and hearings for policy changes and provides for periodic plan reviews and updates.

Who It Affects
Classified service employees of the City of Pelham: they would move into a formal merit-based system with permanent status, defined pay grades, performance-based pay advancement, disciplinary rules, layoff procedures, and specific leave and overtime rules.
Applicants, department heads, mayor and council, and the general public: they would participate in recruitment, testing, and certification processes; policies and rules would be developed with public notice and hearings, and oversight would involve the board, director, and elected officials.

Key Provisions
Creates The City of Pelham, Shelby County, Alabama, Civil Service System Act, applying only to Pelham and establishing a civil service framework.
Defines a classified service (covered positions) and an unclassified service (exempted categories such as library boards, teachers, elected officials, judges, city attorney/prosecutor, common labor, etc.).
Establishes a Personnel Board with three members (one elected by classified employees, one appointed by the mayor and council, and a mutually agreed third member) serving four-year terms and empowered to promulgate rules, review actions, hear disciplinary matters, and conduct necessary inquiries.
Creates a Director of Human Resources to administer the merit system, serve as secretary to the board, supervise staff, implement board policies, and manage classification and pay plans.
Requires a Classification Plan and Pay Plan, including position classes, descriptive class specifications, pay grades, and schedules; plan becomes effective within 30 days of adoption and is maintained and periodically reviewed.
Requires open-competitive and promotional examinations; establishes eligible lists and the rule of five for filling vacancies; lists run for about one year unless extended or depleted; outlines tie-breakers and appeals on rating decisions.
Details appointment processes, including a one-year probationary period, provisional and emergency appointments, seasonal/part-time positions, and reinstatement procedures after military service or approved leaves.
Outlines promotions, demotions, transfers, and layoffs with seniority-based rules, including procedures for reallocations and reclassifications and protections of accrued rights.
Sets overtime rules, including standby and on-call pay, holiday pay, and a maximum overtime cap; requires consistent reporting and pays either by cash or compensatory time, with terminal pay upon separation.
Establishes leaves and benefits policies (vacation, sick, military, jury duty, personal leave, and leave without pay), including accrual limits, eligibility, and conditions for use and carryover.
Provides a grievance and appeal process, including a grievance committee and the ability to appeal disciplinary actions to the circuit court; allows discovery and witness procedures in hearings.
Includes payroll certification requirements, administrative controls, and safeguards to prevent improper payments; prohibits political activities that could influence employment decisions.
Allows for repeal of conflicting laws and states the act becomes effective immediately upon the governor's approval; sets severability.
Enables enforcement and penalties for violations of act provisions, including disqualification and disciplinary remedies as part of the civil service system.

AI-generated summary using openai/gpt-5-nano on Feb 24, 2026. May contain errors — refer to the official bill text for accuracy.
Subjects: Shelby County