摘要
面对激烈市场竞争下的员工跳槽现象,用人单位通常采用竞业限制的规定来保护自己的商业秘密,但这种措施同时也限制了劳动者的自由择业权。特别是律师、医生、教师等特殊职业劳动者,他们专业技术性强,人员流动性相对较大,用人单位与这些特殊职业劳动者之间的利益冲突一直存在,如何寻求二者之间的平衡,成为法律界探讨的重要课题。目前我国有关竞业限制的立法还不够完善,竞业限制的法理基础也互相矛盾。对竞业限制立法的完善也是对竞业限制的救济,需要从立法、诉讼程序、遵循原则等方面来寻求支撑。
Faced with the phenomenon of job-hopping in the fierce market competition, employers usually adopt the regulation of competition restriction to protect their business secrets, but this measure also limits the workers’ right to choose jobs freely. Especially lawyers, doctors, teachers and other special professional workers, they have strong professional skills, relatively large staff mobility, the employing units and these special professional workers have always been in conflict of interest. How to find a balance between the two has become an important topic of discussion in the legal community. At present, China’s legislation on competition restriction is not perfect enough, and the legal basis of competition restriction is also contradictory. The perfection of the legislation of non-competition restriction is also the remedy of non-competition restriction, which needs to be supported by legislation, litigation procedures and principles.
作者
孙利娟
SUN Lijuan(Jiangsu Cangwu Law Firm,Lianyungang 222000,China)
出处
《淮海工学院学报（人文社会科学版）》
2018年第12期19-22,共4页
Journal of Huaihai Institute of Technology(Humanities & Social Sciences Edition)
关键词
特殊职业劳动者
竞业限制
自由择业权
立法规制
special professional labourers
competition restrictions
free employment right
legislative regulation
