摘要
《职务发明条例》起草和制定中遇到了一定的阻力。其中部分阻力来自外资企业及国内比较成熟的大企业。他们认为知识产权管理和职务发明奖励报酬属于企业可以自行管理好的事物,不需要国家或者政府干预太多。事实并非如此。大企业或者企业集团内部基于其强大的单位优势,单位和职务发明人间不平等的状况尤为明显,规避法律以达到减少对职务发明人奖酬的情况往往以新的形式表现出来。本文从张伟锋诉3M案出发,结合《职务发明条例草案》和《专利法》第四次修改草案,对职务发明奖酬给付单位及其给付义务相关问题进行探讨和分析。企业集团知识产权管理模式及内部规章制度对发明人的职务发明奖励报酬有着重要影响。立法和司法应当对于不合理的约定或单位内部规章制度加以必要的限制,从而确保职务发明人的权益,进而维护创新者的创造热情。
Draft Regulation on Employee Inventions encountered some resistances during drafting and formulating. Some of resistances from Foreign-funded Enterprises and Large State-owned Enterprise Conglomerate. They insist that intellectual property management and employee invention reward should be managed by enterprise themselves, government should not intervene too much. But this is not true. Large enterprises or enterprise groups based on their advantage to circumvent the law in order to reduce the employee invention reward, this kind of phenomenon often displays in new forms. The article on the case of Zhang Weifeng V. 3M China Co., Ltd., combining with Draft Regulation on Employee Inventions the fourth amendment of Patent Law, discussing on the duty units of employee invention reward and their related issues. The authors think that the enterprise＇s IP management and internal regulations have an important impact on the reward and remuneration of employee. Legislation should limit the unjustified agreement or internal rules to ensure the interests of employee and thus maintain innovator＇s enthusiasm.
出处
《电子知识产权》
2015年第7期18-25,共8页
Electronics Intellectual Property
基金
2011年度国家社会科学基金重大项目“中国云计算知识产权问题与对策研究”(11&ZD179)阶段性成果
关键词
《职务发明条例草案》
奖励报酬
限制约定优先
企业集团
举证责任
Draft Regulation on Employee Inventions
Reward and Remuneration
Limit the Priority of Agreement
Enterprise Group
Burden of Proof
