商业秘密保护及人才流动的冲突及协调--_--以竞业禁止制度为视角.pdfVIP

摘 要 随着改革开放，人才自由流动成为了社会的普通现象。同时，因人才流动造成 的商业秘密失密也成为了商业秘密泄密的主要渠道。在人才如此频繁流动的今天如 何在保护企业的商业秘密的同时也对雇员的利益进行保护的问题日益得到广泛关 注。 由于商业秘密与自由择业权属于不同的利益主体，因此商业秘密权利人与其前 雇员之间的利益冲突明显是剧烈的。在协调商业秘密保护与人才流动的冲突中，必 须有效地平衡各方的利益，必须进行必要而合理的限制。此种情况下各国往往采用 竞业禁止制度。本文谨以美国、英国、德国和日本为例进行讨论。在我国，竞业禁 止制度逐渐受到人们的重视，但是在法律层面上该制度还存在不少亟待完善的方面， 比如相关法律法规的补充协调与完善、适格主体的特定化及实体内容的完善等，因 此加强其立法完善就成为当务之急。 本文运用理论研究与案例分析相结合的方法，试图从平衡双方利益的视角对我 国当前的竞业禁止制度进行思考，同时比较分析其他国家有关方面的法律规定，力 求探讨我国竞业禁止制度有待完善的方面。最新《劳动合同法（草案）》也对该问题 给予了高度关注，并就竞业禁止协议的内容进行了规定。对于这些条款专家们见仁 见智，提出了不同的看法和建议。值得注意的是，价值的平衡不是单个法律法规可 以达成的，社会领域中价值的多元化现状，要求整个法律体系中的各个成员共同作 用，发挥合力，如此价值的平衡状态才可能有望最终实现。 关键词：商业秘密 人才流动 竞业禁止协议 I Abstract With the reform and opening of our country, the employee freely flowing became the universal phenomenon of the labor market. At the same time, the employee mobility also became the main channel for the giving away of the business secrets. Therefore, how to coordinate the employer’s benefit and employee’s interest becomes the hot point. The right of freely choosing jobs and the right of bushiness secrets are owned by laborers and enterprises respectively. So when there appear conflicts between them, we could not consider simply one of them as priority. Because both of them are equal in legal status and none of them have privilege. Signing non-competition agreement with the former employees becomes the employers to protect business secrets usual ways, such as America, England, Germany and Japan. In our country, the system is also concerning gradually. Employers are increasingly asking employees to sign employment agreements containing nondisclosure and non-compete clauses that prohibit employees from revealing confidential information and competing with the