【作者】 刘玉娇；

【导师】 陈业宏；

【作者基本信息】 华中师范大学 ， 经济法学， 2007， 硕士

【摘要】 在市场经济条件下，无论是自然人还是法人，都享有自由择业权利。这里的“择业”，既包括选择职业或经营范围，也包括选择雇用单位或投资对象。人们可以根据自己的意志和其他各种情况，自由选择，但不得违反法律，不得从事与原雇用单位或投资对象有竞争性的行为——即“竞业禁止”，防止与权利人有特定关系的义务人侵害原雇用或投资单位的经济利益。竞业禁止是市场经济发达国家雇主较广泛采用的保护其商业秘密的法律手段，该手段对于净化市场经济环境、维护公平的市场竞争秩序、提高雇主或雇用单位在人才和技术上投入的积极性无疑具有重要的作用。但因竞业禁止不仅与雇主、雇用单位的利益有关，而且也与雇员的工作权、自由权乃至生存权等紧密相连。西方发达国家对竞业禁止早就有立法规制，而我国立法却只是在近几年才有所涉猎，且存在着一些不足。如何协调雇主与雇员的利益冲突、消除各方不合理的竞业行为、将竞业禁止限制在合理必要的范围内成为法学界面临的一个重要课题。本文首先阐述了竞业的含义，分析了竞业的社会危害性，论述了竞业禁止的含义与特征，从经济学、法理学和道德等角度阐述了竞业禁止的理论依据；然后，探讨了美国、英国、德国、日本等发达国家对竞业禁止的法律规制，这些发达国家的法律都将竞业禁止分为雇用关系存续期间的竞业禁止和雇用关系终止后的竞业禁止两种而分别予以规制，但规制的内容却有所不同；介绍了我国现行法律包括《劳动法》、《公司法》、《合伙企业法》、《个人独资企业法》、《促进科技成果转化法》、《刑法》等法律和国家劳动部《关于企业职工流动若干问题的通知》、国家科技部《关于科技人员业余兼职若干问题的意见》和《关于加强科技人员流动中技术秘密管理的若干意见》以及一些地方法规和规章等对竞业禁止的规定，并深入分析了我国规制竞业禁止现行法存在的主要问题，这些问题包括缺乏统一立法、相关法律法规之间缺乏系统性和协调性、立法过于原则、缺乏可操作性、《刑法》对不同所有制竞业禁止规制不同、对国有企业董事经理竞业行为追究刑事责任、而对国有企业的其他高级管理人员却没有刑事责任追究的规定、对雇用关系终止后的竞业禁止规定却不够合理；针对我国竞业禁止立法存在的主要问题，笔者从立法指导原则、立法完善建议两个方面论述了法定竞业禁止的立法完善；另外，论述了约定竞业禁止的法律性质与有效要件；最后，探讨了竞业禁止的适用例外。更多还原

【Abstract】 In market economy, both natural person and corporation have right to freely do anything they want, such as choosing their employment, employee and investion or deciding the range of their trade. However, in fact, people only could freely work on any jobs except for some prohibited by law. In other words, employers forbid their special staffs to compete with their own enterprises in the employees’ incumbency period and their demission period respectively, which is prohibition on business strife to prevent obliger which is special related with oblige. Prohibition on business strife is the best way for the developed countries ’ used to protect its trade secrets , It is very useful to purificate the market economy environment, to maintaine the fair competition order, to improve the enthusiasm of the employer or employing units in talent and technical input. But prohibition on business strife is relate with not with the employers and employing units’ interests, but also with the employees of the right to work, and the right to freedom is closely linked to survival, etc.The developed western countries have long time been Legislation. But in China, this is only in recent years for this subject have been studied, and there is a number of deficiencies. How to coordinate the employer and employee conflicts of interest and eliminate all unreasonable competitive industry, it will be an important issue for the prohibition on business strife to be a reasonable limit to the extent necessary.This paper first define the meaning of the Jingye, Analyse danger to society of the Jingye, discusse the meaning and identity of the Jingye , In terms of economics, jurisprudence and moral perspective on the theoretical basis for the Prohibition of Business Strife; then, Discusse the Forbidding Legal Regulation of the United States, Britain, Germany, Japan and other developed countries, these laws will be divided into employment relationship continues to exist in the company’s business competition and the termination of the employment relationship of competition Two industry ban and will be separately regulated, but the regulation of the content is different; Introduce the existing Chinese laws,such as "Labor Law" and the "Company Law", "partnership Law", "Personal owned enterprises Law " "Promoting scientific and technological achievements into Law," "Criminal Law" and And the state Labor "on the number of mobile workers in the", Notice Ministry of Science and Technology "on the amateur part-time technology staff of a number of issues," and "strengthen scientific and technological personnel technical secretary close some of the views of management "and some local laws and regulations,and other ancillary to the right,and in-depth analysis the main problems of the existing Regulation Act Forbidding, These issues include the lack of harmonization of legislation, laws and regulations related to the lack of systematic and coordinated,the Legislative too,lack of maneuverability, "Criminal Law" is ancillary to different ownership regulations, the Managing Director of the state-owned enterprises competing industry acts punishments of state-owned enterprises in other senior management staff were not criminal liability provisions right after the termination of the employment relationship Forbidding the rules were not reasonable; The author from the guiding principles of legislation, Legislation proposed two aspects of the statutory legislation Forbidding perfect; Also discussed The agreed with the legal nature of the effective elements; Finally, to explore the application of the ancillary exception.更多还原