过高竞业限制违约金调整及其制度完善研究

发布时间：2018-04-14 01:22

本文选题：竞业限制 + 违约金　；参考：《南京大学》2013年硕士论文

【摘要】：我国市场经济逐渐完善,企业间竞争加剧,人才的流动也越来越频繁,但是这也增加了用人单位商业秘密与知识产权信息泄漏与灭失的风险。因此,越来越多的用人单位采用约定竞业限制的方式来保护自己的商业利益和竞争优势,同时也借此限制人才的流动,达到留住人才的目的。然而,离职竞业限制协议在保护商业秘密的同时又会限制劳动者的自由择业权等权利,再加上我国劳动者与用人单位之间悬殊的谈判地位与竞业限制立法规则的不完美,使得竞业限制制度可能成为原用人单位滥用其权利的工具。特别是频繁出现的高额竞业限制违约金引起的纠纷,使得竞业限制违约金是否过高的司法认定与调整成为一个亟待解决的问题,应当对竞业限制违约金制度与规制体系进行继续的完善。本文从以下几个方面对上述问题的解决进行了分析和论述。第一部分,通过对一个典型案例的分析,引出了竞业限制违约金数额约定过高的调整与如何对竞业限制违约金进行规制的问题。第二部分,对竞业限制违约金制度进行了法理上的分析,对劳动者与用人单位之间的价值冲突解析和对竞业限制违约金的赔偿性与惩罚性进行了讨论。第三部分,介绍了过高竞业限制违约金认定与调整的主要原则,包括保障劳动者生存原则、公平原则与诚实信用原则并分别论述了各个原则在竞业限制制度及其违约金约定中的利益矛盾的协调作用,特别是对竞业限制违约金司法合理调整中的指引作用。第四部分,分为过高竞业限制违约金认定与调整的规则两个部分。主要在借鉴合同法律的相关制度和理论的同时,突出了劳动法律对劳动者的特殊保护,并通过运用上一部分论述的三个原则和案例判决引证,提出了竞业限制违约金数额是否过高的认定的规则标准和具体调整的合理规则。第五部分,提出了竞业限制违约金制度进一步完善的规制思路,主要从整个制度规则的明确与规制体系的构建等方面提出了改善意见,而不是仅仅强调对竞业限制违约金简单设置上限的方法来减少过高违约金的存在,为进一步推进将来劳资双方竞业限制违约金的合理约定与利益保护贡献一些参考意见。
[Abstract]:The market economy of our country gradually consummates, the competition between enterprises intensifies, the flow of talents becomes more and more frequent, but this also increases the risk of the leakage and loss of the business secret and intellectual property information of the employing unit.Therefore, more and more employers adopt the way of contract competition to protect their commercial interests and competitive advantages, and at the same time, to restrict the flow of talents and to achieve the purpose of retaining talents.However, while protecting the trade secret, the termination of non-competition restriction agreement will also restrict the workers' right to choose a job freely, in addition to the disparity of negotiation status between the laborer and the employer in our country and the imperfection of the rules of the legislation on the restriction of competition.The system of restriction of competition may become a tool for former employers to abuse their rights.Especially, the disputes caused by the high compensation for the limitation of non-competition make the judicial confirmation and adjustment of the penalty for the limitation of competition too high become an urgent problem to be solved.We should continue to perfect the system and regulation system of non-competition limitation penalty.This paper analyzes and discusses the above problems from the following aspects.The first part, through the analysis of a typical case, leads to the adjustment of excessive amount of liquidated damages and the problem of how to regulate the liquidated damages.In the second part, the author analyzes the legal principle of the system, analyzes the conflict of value between the laborer and the employer, and discusses the compensatory and punitive nature of the penalty.In the third part, it introduces the main principles of the determination and adjustment of the liquidated damages, including the principle of protecting the survival of the laborer.The principle of fairness and the principle of good faith respectively discuss the coordinating role of each principle in the system of restriction of competition and the agreement of liquidated damages, especially the guiding role in the judicial and reasonable adjustment of the penalty for non-competition.The fourth part is divided into two parts: the rules of confirming and adjusting the liquidated damages.While drawing lessons from the relevant systems and theories of contract law, it highlights the special protection of labor law to workers, and applies the three principles discussed above and the case judgment citation.The rules of determining whether the amount of liquidated damages is too high and the reasonable rules of specific adjustment are put forward.In the fifth part, the author puts forward the idea of further perfecting the system of non-competition penalty, mainly from the aspects of the clear rules of the whole system and the construction of the regulation system, and puts forward some suggestions for improvement.Instead of simply setting the upper limit on the liquidated damages to reduce the existence of excessive liquidated damages, this paper will contribute some references to the further promotion of reasonable agreement and protection of interests of both employers and employees in the future.
【学位授予单位】：南京大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：D922.294;D922.5

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