论我国竞业禁止制度的完善

发布时间：2018-06-06 12:47

本文选题：劳动者 + 竞业禁止　；参考：《西南政法大学》2013年硕士论文

【摘要】：当代中国，市场经济快速发展，技术、信息日新月异，企业面对更多的挑战和压力，人才也早已成为企业间竞争的制高点。一方面，为了抢占先机，获取更多利润，各大企业采取不同方式挖取人才，另一方面，市场经济的竞争打破了以往“大锅饭”，“铁饭碗”择业理念，劳动者为了寻求更好的工作，追求更高的生活质量，企业间员工的流动现象越来越普遍。由此出现了诸多用人单位和员工之间因为竞业行为而产生的纠纷和矛盾，有关竞业禁止的案例越来越多。我国已经在有关法律中零散的出现了有关竞业禁止的规定，但是法律难免出现空白和漏洞，加上司法实践中不断涌现出的新情况，制定符合我国国情、满足当事人需求的竞业禁止规定成为我国劳动立法中急需解决的问题。本文基于此背景，借鉴市场经济发达国家的规定，深入探讨完善我国竞业禁止制度的规定，填补我国法律规定上的空白和漏洞。本文从引言部分开始，从最近发生的企业高管跳槽带来的竞业案例得到启示，阐述在当前的背景下，竞业行为已经引起包括企业、劳动者以及全社会的高度关注。为了兼顾社会利益、用人单位的利益和员工的利益，需要对竞业行为进行深入的探讨。全文分为四个部分进行阐述：第一部分，首先界定竞业禁止的定义，明确其含义。学界通说竞业禁止有广义说和狭义说，本文拟从狭义说来对竞业禁止进行探讨。其次，根据不同的标准，对竞业禁止的分类进行了讨论。再次，，从承担竞业禁止义务的主体资格、义务履行的起止期间和空间范围等深入探讨竞业禁止的基本问题。最后，从忠实义务和诚实信用原则论证了竞业禁止的理论基础。第二部分，借鉴国外有关对竞业禁止方面的规定，我国立法从中获得重要启示。本部分借鉴德国、美国、法国、瑞士、日本等市场经济发达国家对竞业禁止的合理有效的规定，对我国今后立法完善竞业禁止方面的规定起到重要作用。第三部分，列举了我国现今对于竞业禁止方面的法律规定。但是我国目前对竞业禁止的规定存在缺陷，在实践中适用性不强。最新颁布的《最高人民法院关于审理劳动争议案件适用法律若干规定的解释四》是我国劳动立法的又一大进步。第四部分，是本文的重点和核心部分。通过总结归纳我国竞业禁止制度中存在的缺陷和不足，本部分从履行竞业禁止的义务主体、竞业禁止保护的对象、离职后的竞业时间限制等方面提出我国劳动合同法中竞业禁止规定的完善建议。
[Abstract]:In contemporary China, with the rapid development of market economy, technology and information, enterprises are facing more challenges and pressures, and talents have already become the commanding point of competition among enterprises. On the one hand, in order to seize the opportunity and gain more profits, the major enterprises have adopted different ways to dig up talents. On the other hand, the competition in the market economy has broken the old "big pot rice" and "iron rice bowl" concept of choosing a job. In order to seek better jobs and higher quality of life, the mobility of employees between enterprises is becoming more and more common. As a result, there are many disputes and contradictions between employers and employees as a result of non-competition, and there are more and more cases about the prohibition of non-competition. In China, there have been scattered provisions on the prohibition of non-competition in the relevant laws. However, gaps and loopholes inevitably appear in the laws, together with the new situations that are constantly emerging in judicial practice, so the formulation conforms to the national conditions of our country. The prohibition of competition to meet the needs of the parties has become an urgent problem in China's labor legislation. Based on this background and drawing lessons from the regulations of the developed countries of market economy, this paper probes into the perfection of the regulation of the prohibition system of non-competition in our country and fills in the gaps and loopholes in the legal provisions of our country. This paper begins with the introduction, and draws inspiration from the recent case of enterprise executives' job-hopping. It states that, under the current background, non-competition behavior has aroused the high attention of enterprises, workers and the whole society. In order to give consideration to the social interests, the interests of employers and employees, it is necessary to conduct a thorough discussion on competitive behavior. The paper is divided into four parts: The first part, define the definition of non-competition at first, clear its meaning. There are broad sense theory and narrow sense theory in academic circles. Secondly, according to different standards, the classification of non-competition is discussed. Thirdly, from the subject qualification, the beginning and ending period and the space scope of the obligation, the basic problems of the prohibition of non-competition are discussed in depth. Finally, the theoretical basis of non-competition is demonstrated from the duty of loyalty and the principle of good faith. In the second part, we draw lessons from foreign regulations on the prohibition of competition. This part draws lessons from the reasonable and effective regulations of the developed countries of market economy such as Germany, the United States, France, Switzerland, Japan and so on, and plays an important role in perfecting the regulations on the prohibition of non-competition in our country's legislation in the future. The third part, enumerates our country present regarding the non-competition aspect legal stipulation. However, there are some defects in the regulation of non-competition in our country, and the applicability is not strong in practice. The new interpretation of the Supreme people's Court on the application of the law in handling labor disputes is another great progress in China's labor legislation. The fourth part, is the focal point and the core part of this article. By summing up the defects and deficiencies in the prohibition system of non-competition in our country, this part starts from the subject of obligation to fulfill the prohibition of non-competition, the object of protection of the prohibition of competition. This paper puts forward some suggestions on the perfection of the prohibition of competition in the labor contract law of our country from the point of view of the time limit of competition after employment.
【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】：D922.5

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