摘要
企业基于商业秘密之保护和维持永续竞争力,通常要求员工签订竞业限制协议或条款,其中涉及商业秘密保护权和员工劳动就业权的冲突。因我国目前相关法律规定零散而不成体系,因此应合理构建竞业限制条款的具体制度,规定一般员工的法定竞业限制义务,明确竞业限制的主体、适用范围、经济补偿、违约责任、期限等,准确理解违反竞业限制义务的责任构成及其责任形式是实现权利冲突的合理解决和劳资双方共赢的最佳途径。
In order to protect trade secrets and maintain sustainable competitiveness, companies often re- quire employees to sign non - competitive contract. These contracts involve the conflict of the right to trade secret protection and labor rights. However, our current relevant laws and regulations are fragmentary and not sys- tematic. Therefore it is the best approach to the reasonable solution of power conflicts and the win - win of both labor and management for our eountry to construct the concrete system of non - competition provisions reasona- bly,to normalize the legal non -competition responsibility of general staff, to determine the body, applicable range, economic compensation, responsibility in the violation of agreement and time limit, and to understand accurately the responsibility constitution and formation of violating non- competition obligation.
出处
《西安石油大学学报（社会科学版）》
2012年第2期74-79,共6页
Journal of Xi’an Shiyou University:Social Science Edition
关键词
竞业限制
商业秘密
劳动就业权
法律适用
non - competition
trade secrets
employment right
law application
