竞业限制三大焦点问题与人力资源管理应对策略

Three Crucial Issues of Competitive Restriction and the Solutions of HRM

《劳动合同法》对竞业限制的规定只有两个条款,无法来解决日益增多的竞业限制纠纷,竞业限制为保护企业之商业秘密,同时得兼顾劳动者之生存发展,要注意以下原则:1、企业有可以保护的特殊得益;2、劳动者应有适当的补偿;3、对劳动者的就业对象、期间、区域限制应合理。在具体争议中,个别问题分歧很大,甚至出现了同案不同判的现象,有必要进一步梳理和探讨。竞业限制的约定和管理应引起重视,本文还针对竞业限制提出了人力资源管理策略性建议。

There are merely two articles in regulating competitive restriction in the Labour Contract Law, which is insufficient in addressing ever-increasing disputes regarding competitive restriction. Principles should be obeyed to protect business secret and guarantee employees＇ development. 1 st, there are special interest of the company which should be protected. 2nd, compensation for the employees should be given. 3rd, the company, duration and location of the employee＇ s second job should be reasonably defined. In the specific case, it is necessary to review the standard of the judgment because of different sentences upon cases. Therefore, the management on competitive restriction should be highlighted. Several suggestions are raised for HRM in this respect.