员工流动与竞业限制协议.doc

员工流动与竞业限制协议 ——美国法律制度及其借鉴 摘 要 人才的流动带动了技术与知识的流动，然而一部分属于商业秘密的信息也随着员工在企业之间的流动而转移，可能给商业秘密权利人造成不可估量的损失。美国作为世界上商业秘密保护最为发达的国家，主要采用竞业限制协议的方式保护员工流动中的商业秘密。而我国商业秘密起步晚，发展慢，没有统一立法，主要在《劳动合同法》23、24条对竞业限制有粗略规定，并在实践中存在许多问题。 本文主要以竞业限制协议为研究对象，重点运用比较法，在对我国现阶段员工流动中的商业秘密保护制度进行深入分析的基础上，对美国相关法律制度进行评析。本文主要从竞业限制协议模式入手，分析其不足之处进而探寻竞业限制协议的替代模式，力图寻找适合我国保护商业秘密的措施。 本文第一部分对员工流动和竞业限制之间的冲突进行讨论，并对我国员工流动中的商业秘密保护现状进行分析，讨论现有法律制度中的不足之处。第二部分讨论美国判例法中竞业限制协议模式在保护员工流动中的商业秘密的重要作用及其限制性，还将讨论美国学者提出的对竞业限制协议模式的补充，包括花园休假协议（Garden Leave Agreement）、不可避免披露原则（Inevitable Disclosure Doctrine），分析各模式的利弊，以探寻多角度的保护方式。最后，本文根据我国商业秘密保护现状提出对完善竞业限制法律规制的几点措施，并建议适当引入除竞业限制以外的其他模式，以求更好地保护员工流动中的商业秘密。 [关键词]　商业秘密　员工流动　竞业限制协议 Employees’ Mobility and Covenants Not To Compete: American Case Study Abstract Employers’ trade secrets may flow with the ex-employee to the hand of a competitor, which will bring unestimated damages to employers. The USA has already built up mature legal approaches in protecting trade secrets. The most popular approach is using Covenants not to compete (“CNCs”). However, Chinese legal protection started many years later than developed countries and has not formed a uniformed system. Regulations on CNCs mainly ruled by Act 23 and Act 24 in Chinese Labor Contract Law. This article focuses on CNC, using comparative approach to analyze proper regulations on CNC in China. I will also discuss the disfavor showed by US courts and possible alternative approaches to protect trade secrets in this context. Part One generally discusses the inevitable conflicts between free labor and trade secrets protection and the current situation in protecting trade secrets with employees’ mobility in China. Part Two discusses the CNC approach in the USA and its enforcement in protecting trade secrets, and comments on its effectiveness and disadvantages. I will then introduce some alternative approaches available to employers, including Garden Leave Agreements, Inevitable Disclosure Doctrine, and examine