竞业限制论文：竞业限制制度研究

竞业限制论文：竞业限制研究 竞业限制论文:竞业限制制度研究 【中文摘要】随着经济的发展,近年来人才流动日趋频繁,由此所带来的问也应引起我们的重视,其中之一就是劳动者离职后到竞争企业就职而导致原单位的利益损失。这种损失主要表现为商业秘密被侵害与竞争优势的丧失。竞业限制作为保护企业商业秘密与竞争优势的一项措施,较早就在外国立法、司法中得到体现,只是,各国对之的态度不一,各时期的态度也有变化。我国竞业限制制度的建立为时不长,在性文件上各有体现。其中最重要的是2007年通过的《劳动合同法》,其对我国的竞业限制制度的构建与完善起了极其重要的作用。但是,《劳动合同法》规定的竞业限制制度尚有不足,显得简单与粗糙。所以,我们还有讨论的必要,并希望随着讨论的深入,能够为立法的完善提供可行的建议。本文以《劳动合同法》为背景,围绕竞业限制这一个主题展开论述。本文分为引言、正文、结论三大部分,正文部分共计四章:第一章是竞业限制的概述。本章首先介绍了竞业限制的产生背景,从民法、社会信任、诚实信用与利益均衡等角度分析了竞业限制制度产生的背景,进而得出以下结论与看法:竞业限制制度产生的背景是出于企业对商业秘密与知识产权保护方面的需求和出于保护企业竞争利益的需求这两方面;其次从竞业限制的分类、竞业的限制界限、商业秘密、适用条件这四个方面分析了竞业限制制度应该注意的几个事项。第二章是对国外竞业限制制度的考察,从英美法系、大陆法系几个主要的国家入手,对它们的相关立法制度、司法 实践进行介绍与剖析:一是各国对于竞业限制都采取了一种极为谨慎的态度。诸多国家早期都禁止竞业限制制度,随后,尽管各国都从一定程度上允许竞业限制协议的存在,承认其效力,但是比较严格。二是各国都留意到了竞业限制制度反映出的企业商业秘密、竞争利益的保护与劳动者自由择业权乃至公共利益、竞争秩序方面的矛盾。各国的态度都偏向于对劳动者的权益以及社会利益的保护。并由此总结出对我国立法的启示:我们对于竞业限制应当采用严格与谨慎的态度,在面对企业与劳动者的利益的平衡时,需要注意保障劳动者的权益不能被随意剥夺。只有在这种最根本的理念指导之下才可能最大程度地合理构建该制度。第三章介绍了我国的立法制度,并仔细分析了我国立法上的不足,从竞业限制制度的经济补偿金、劳动者违约、限制范围等方面进行了深入分析,指出了竞业限制制度存在的五个方面问题。第四章针对目前《劳动合同法》对竞业限制的规定并结合上文所引出的问题,从六个方面提出完善我国竞业限制制度的建议。一是明确经济补偿金对竞业限制协议效力的影响,二是规定用人单位违法解除合同后竞业限制条款的效力,三是完善竞业限制的补偿制度,四是对竞业限制的业务范围和地域范围进行限制性规定,五是明晰违约金与竞业限制的关系,六是明确竞业限制义务的终止事项。本文结语部分对进行了宏观的概括,并提出宏观上的思路和建议,指出在劳动者与用人单位的利益冲突之中,不应忽视对劳动者的权益的保护。竞业限制制度的完善同样不能忽略劳动者权益的保障,应该防止和限制企业对其权益的侵蚀。 【英文摘要】With economic development, this year to of the floating of talents in mobility, because of defects caught everyone’s attention. One of these is the movement of workers may be because the workers who leave in a certain time to compete in the enterprise, which has resulted in a loss. This loss as business secrets of the infringed party and our interest losses. Meanwhile, business is looking for effective protection. Prohibition of business strife as to protect the corporate business secrets and the interests of the competition is a measure, it was in a foreign country in the legislative, judicial, but, in a manner, every time a manner is not consistent.Our system of establishing it is, in our regulatory documents have. The most important thing is to china by 2007, labor contract law, to our prohibition of business strife system build and improve the vital role. However, we saw the labor contract law provisions of the system is still limited, simple and crude. Therefore, we have discussed, as necessary to discuss further legislation can be developed to provide practical suggestions.This article to the labor contract law background, the whole of this subject. this points to the introduction, the text and conclusion of the three major parts.The introduction of a topic of discussion, and simple analysis of this system is entirely different social environment, the social situation to see the system of value and meaning, and introduce the topic.Body part is divided into four chapters:The first chapter is an overview of non-competition. This chapter first introduces the background non-competition, to study ways to theory-based Analysis of the article from the civil law through the perspective point of view of social trust, honesty and balance the interests of the credit point of view of the non-competition system of the background, obtained by The conclusions and opinions:that the non-competition system, the background is out of business trade secrets and intellectual property protection for the protection of business needs and the needs of these two competing interests; second introduces the concept of non-competition, from the classification of non-competition, trade restrictions limit competition, trade secrets and applicable conditions of the four aspects of a simple analysis of the non-competition system should pay attention to several issues. The second chapter is a body of non-competition system of study abroad, from several major common law countries, civil law countries start of their relevant legislation, judicial practice and analysis are introduced:First, countries compete for industry limits have taken a very cautious attitude. Many countries have banned non-competition system of early, non-competition agreements are given for the negative effect of the state. Subsequently, although countries are allowed a certain extent, the existence of non-competition agreement, recognize its effectiveness, but more stringent requirements. Second, countries are aware of the non-competition reflects the system’s trade secrets, protecting the interests of competition and free choice of employment of workers, and even the public interest, competition order of contradictions. The attitude of countries are biased in favor of workers rights and social protection of the interests. And thus conclude that the revelation of our legislation:We use non-competition should be strict and cautious in the face of business and balance between the interests of workers, the need to pay attention to protect the rights of workers can not be arbitrarily deprived. Only the most fundamental concept in this system under the guidance of construction, it may be the greatest degree of rationalization.The third chapter describes the body of China’ s legislative system, and introducing the system after careful analysis of China’s lack of legislation, and ways to use case studies from the non-competition system of economic compensation, breach of contract laborers, depth limits, etc. analysis, pointed out the existence of non-competition system of five aspects.For the current text of Chapter IV, “Labor Contract Law” and the combination of non-competition provision raises the question above, from six aspects of China’ s non-competition system put forward a sound proposal. First, a clear economic compensation for the impact of the effectiveness of non-competition agreement, the second is to require the employer to terminate the contract after the illegal non-competition provisions of the effectiveness of three non-competition compensation system is perfect, four is a non-competition business and geographical range restrictions, five are clear penalty and the relationship between the non-competition, six are clearly non-competition obligations of termination matters.This conclusion is the text of a macro summed up and put forward ideas and suggestions on policies and that laborers and employing units that conflict of interest, should not disregard for the workers rights protection. 【关键词】竞业限制 劳动合同法 劳动者 商业秘密 【英文关键词】Prohibition of business strife Labor contract law Labourer Business secret 【目录】竞业限制制度研究 内容摘要 4-6 Abstract 6-7 引言 11 一、竞业限制概述 11-16 (一) 竞业限制产生背景 11-14 (二) 竞业限制的概念辨析 14-16 二、域外竞业限制制度考察 16-21 (一) 英美法系国家 16-19 (二) 大陆法系国家 19-21 (三) 国外竞业限制制度的启示 21 三、我国竞业限制制度的立法及存在的问题 21-28 (一) 我国竞业限制制度的立法 21-24 1. 在职的竞业限制 21-22 2. 离职后的竞业限制 22-23 3. 我国竞业限制立法的梳理 23-24 (二) 我国竞业限制制度存在的问题 24-28 1. 用人单位未按约支付经济补偿,竞业限制条款的效力不明 24-25 2. 竞业限制经济补偿金的补偿方式及补偿标准有缺陷 25-26 3. 劳动者支付违约金后,是否继续承担竞业限制义务未予明确 26-27 4. 竞业限制的地域和业务范围不明确 27 5. 用人单位违法解除合同后,竞业限制条款的效力不明 27-28 四、完善我国竞业限制制度的建议 28-34 (一) 明确规定经济补偿金对竞业限制协议的效力的影响 29 (二) 规定用人单位违法解除合同后竞业限制条款的效力 29-30 (三) 完善竞业限制的补偿制度 30 (四) 限制性规定竞业限制的业务范围和地域范围 30-31 (五) 明晰违约金和竞业限制的关系 31-32 (六) 竞业限制义务的终止 32-34 结论 34-35 致谢 35-36 参考文献 36-37