摘要
基于劳动力市场与商品市场存在的关联性,美国法院在司法实践中将反垄断法的适用范围扩张至劳动力市场限制竞争的行为。雇主联合限制竞争雇员的行为可能会被美国法院依据'本身违法'原则视为垄断行为,雇员因此受到损害时,有资格提起反垄断赔偿诉讼。如果限制竞争是基于其他合法事由,法院则会选择'合理法则'作为反垄断分析路径。限制竞争影响的大小或者是否具有促进竞争的效果,以及限制措施的合理性和必要性是法院着重考虑的因素。规范用人单位联合限制竞争劳动者的行为在我国具有现实的必要性,也具备立法上的可行性,《反垄断法》应当明确将此类限制竞争行为纳入调整范围。
Due to the correlation between labor market and product market,the courts in United States have extended the scope of the antitrust law to restrict competition in the labor market by the joint conduct of multiply employers.Restricting competition for employees by the joint conduct of employers would be taken as " per se" illegality.The employees have the plaintiff eligibility of anti-trust suit for claimig the compensation if their employment rights were violated by the restricting employment agreement.If the restriction were ancillary to other legal purposes, "the rule of reason" would be applied.The courts would consider the influences of restricting competition or whether it has pro-competitive effect,and the appropriateness and the necessity of the restricting measures.The collaboration of restricting competition for employees by employers should be regulated by the anti-trust law in China as the necessity of reality.And the law also has the space to adjust such behavior.
出处
《武大国际法评论》
CSSCI
2016年第2期353-370,共18页
Wuhan University International Law Review
基金
教育部高校人文社会科学重点研究基地重大项目“一带一路倡议与法律合作研究”(项目号:16JJD820009)的中期研究成果之一
教育部人文社会科学重点研究基地武汉大学国际法研究所支持
中国博士后基金“劳动关系灰色地带的法律调整问题研究”的支持(项目编号:2015M582252)
