论劳动权和商业秘密权保护的冲突与协调——以《劳动合同法》的立法取向为视角  

The Conflicts and Coordination Between Working Rights and Protection of Business Secrets——From the Perspective of the Spirit of the Labor Contract Law

作　　者：胡良荣[1] 

机构地区：[1]江苏大学法学院,江苏镇江212013

出　　处：《江苏大学学报（社会科学版）》2007年第6期57-63,共7页Journal of Jiangsu University(Social Science Edition)

基　　金：江苏省教育厅高校哲学社会科学研究项目(06SJD820016)

摘　　要：劳动合同法力图矫正劳动关系事实上的不平等,向保护劳动者的合法权益倾斜,以维持劳动力资源和经济的可持续发展。然而,由于绝大多数商业秘密都归属于用人单位,因此有关商业秘密保护法的重心与劳动合同法恰恰相反,它更倾向于保护用人单位而非劳动者。劳动者和用人单位既是利益关系的双方,又是相互依存的共同体。在商业秘密的法律保护上,必须平衡好劳动关系双方当事人的权益。为追求用人单位的商业秘密权和劳动者就业权的利益平衡乃至"共赢"的格局,实施合理的竞业禁止制度,尤其是对劳动者离职后竞业禁止合同进行多种规制条件下的谨慎承认,不失为有效的路径设计。The Labor Contract Law aims to rectify the inequality in reality of labor relations, protect workers＇ lawful rights and maintain the sustainable development of labor resource and economy. Because most business secrets belong to employers, the focus of the Business Secret Protection Law, unlike that of the Labor Contract Law, is to protect employers rather employees. Employees and employers are parties of conflicting interests as well as communities in which they are dependent on each other. The law, while protecting business secrets, must balance the rights of both parties. So, to achieve the balance between employers＇ rights to protect business secrets and employees＇ working rights or a win-win situation and implement a proper non-compete system, especially to recognize the non-compete contracts under various conditions, are effective path designation.

关 键 词：劳动合同法 劳动权 商业秘密权 冲突与协调 

分 类 号：D913[政治法律—民商法学]