竞业限制协议效力研究

发布时间：2018-09-06 17:01

【摘要】：企业之间竞争的核心在于人才的竞争，谁拥有足够优秀的人才就能够在众多竞争者中立于不败之地。然而，跳槽现象的不断发生，人才流动的加剧，用人单位为了保护自己的商业秘密等信息不被因此泄露，往往与员工签订竞业限制协议。竞业限制协议是竞业限制的基础，但其即使是用人单位与劳动者意思表示一致的结果，也难免出现用人单位利用自身优势强迫劳动者签订之嫌。如果离职后的劳动者负担竞业限制义务，可能无法活用其原本所熟悉的知识或者技能以谋生，给其宪法上所赋予的劳动者自由择业的权利甚至是生存权带来侵害。因此本文主要探讨《劳动合同法》语境下的竞业限制，着重涉及劳动者离职后的竞业行为。竞业限制协议的有效与否更是直接关系到用人单位商业秘密的保护以及对劳动者就业权、生存权的限制。我国对于竞业限制制度的研究起步较晚，针对竞业限制协议效力问题的法律法规极不完善，相关理论未能达成统一的认识，2013年2月最高人民法院《关于审理劳动争议案件适用法律若干问题的解释（四）》中也仅涉及竞业限制协议的部分内容，具体规定尚存在缺陷，导致司法实践中诸多问题。因此，有必要对竞业限制协议的效力进行研究。竞业限制协议的法律效力是完全依据契约自由的原则充分尊重当事人合意即可，还是需要由法律设定一定的限制，而怎样才是合理化的限制，才能使其真正实现公平公正的目标，更是我们要研究的问题。本文分为五个部分: 在第一部分，以竞业限制的概念、分类为基础，分析竞业限制协议的特点、性质，为竞业限制协议的效力分析作铺垫。在第二部分，从最初竞业限制协议的效力之争论出发，探讨承认竞业限制协议有效存在的理论基础，具体包括契约自由原则，利益平衡原则、诚信原则。三原则相互结合、不断修正，反映出竞业限制协议理论的形成过程。第三部分介绍我国目前竞业限制协议效力之相关法律、地方性法规、部门规章、司法解释等规定，，指出我国竞业限制协议效力的有关立法中存在的漏洞，通过典型案例的分析、法院的裁判结果，分析目前司法实践中对于竞业限制协议效力之认识。第四部分结合国外先进立法，将影响竞业限制协议效力之主要因素单独加以探讨，在国外，对于竞业限制协议的效力，除了美国一些州持根本性的否定态度之外，绝大多数国家（地区）均认为其有适用的基础，但在具体约定时需有合理的限制，只是在影响效力的各因素中有所差异，主要涉及“适用主体、协议形式、用人单位可保护利益、离职原因、经济补偿、期限地域行业范围”，评析影响竞业限制协议效力之标准及生效要件，是本文之重点所在。第五部分则结合我国立法及司法实践，对影响竞业限制协议效力之因素进行分类，提出竞业限制协议效力的审查标准，归纳出竞业限制协议合法有效之要件，对不影响竞业限制协议效力的各因素进行合理化调整，以完善我国竞业限制之立法规定。
[Abstract]:The core of competition among enterprises lies in the competition of talents, who has enough excellent talents can be invincible in many competitors. However, job-hopping phenomenon occurs constantly, the flow of talents is intensifying, employers often sign a non-competition agreement with employees in order to protect their business secrets and other information from being disclosed. The agreement of non-competition restriction is the basis of non-competition restriction, but even if the employer agrees with the laborer's intention, it will inevitably lead to the suspicion that the employer forces the laborer to sign the agreement by using its own advantages. Therefore, this paper mainly discusses the restriction of competition in the context of the Labor Contract Law, and focuses on the competition behavior of workers after leaving their jobs.
The validity of the non-competition agreement is directly related to the protection of employers'trade secrets and the restriction of workers' employment rights and survival rights.The research on the non-competition agreement started late in China.The laws and regulations on the effectiveness of the non-competition agreement are very imperfect and the relevant theories have not reached a unified understanding. The Supreme People's Court's Interpretation of Several Questions Concerning the Application of Law in the Trial of Labor Dispute Cases (4) only deals with some of the contents of the non-competition agreement, and there are still some defects in the specific provisions, which lead to many problems in judicial practice. Therefore, it is necessary to study the validity of the non-competition agreement. According to the principle of freedom of contract, we should fully respect the parties'consent, or should we set certain restrictions by law, and how to rationalize the restrictions in order to achieve the goal of fairness and justice is a question we should study.
This article is divided into five parts.
In the first part, based on the concept and classification of competition restriction, the characteristics and nature of competition restriction agreement are analyzed, which paves the way for the effectiveness analysis of competition restriction agreement.
In the second part, starting from the controversy over the validity of the original non-competition agreement, the author discusses the theoretical basis of admitting the validity of the non-competition agreement, including the principle of freedom of contract, the principle of balance of interests, and the principle of good faith.
The third part introduces the relevant laws, local regulations, departmental regulations and judicial interpretation of the validity of the non-competition agreement in China, points out the loopholes in the legislation of the non-competition agreement validity in China, and analyzes the effectiveness of the non-competition agreement in the current judicial practice through the analysis of typical cases and the judgment results of the court. Understanding.
The fourth part discusses the main factors that affect the validity of the non-competition agreement separately with the advanced legislation of foreign countries. In foreign countries, most countries (regions) think that the non-competition agreement has the applicable basis except some states in the United States hold a fundamental negative attitude toward its validity, but it needs to be reasonable and limited in the specific agreement. However, there are some differences in the factors affecting the validity of the agreement, mainly involving "the subject of application, the form of agreement, the employer's protection of interests, the reasons for resignation, economic compensation, the time limit of the geographical and industrial scope". It is the focus of this paper to evaluate the criteria and the effective elements of the agreement affecting the validity of the non-competition restriction.
The fifth part classifies the factors that affect the validity of the non-competition agreement according to the legislation and judicial practice of our country, puts forward the criteria for examining the validity of the non-competition agreement, sums up the requirements for its validity and rationalizes the factors that do not affect the validity of the non-competition agreement so as to perfect the non-competition agreement in our country. Legislative provisions.
【学位授予单位】：西南政法大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：D922.52

【参考文献】