知識經濟時代企業人力資源策略-最低服務年限及離職後競業禁止條款之運用

Corporate Human Resource Strategy in the Knowledge-based Economy Era – The Application of the Articles of “Minimum service Years” and “Non-Competition Covenant to Ex-employees”

姚文勝(Wen-Sheng Yao)

指導教授 ： 林江峰

淡江大學/商學院/國際企業學系碩士在職專班/碩士(2011年)

https://doi.org/10.6846/TKU.2011.00752

摘要

在知識經濟時代下，知識本身就是生產工具，它是可攜帶、可移動的，過去生產工具掌握在企業手上，員工附屬而且束縛在生產工具之下，然而，現在是員工在哪裏，生產工具在就在那裏，生產力也在那裏。
而國內企業為留任人才及避免人才為其他競爭企業所用，最常運用最低服務年限及離職後競業禁止兩種條款；只是，就不屬於公司法、民法中規範的董事、經理人以外的受僱人，在我國法令上，並沒有就這兩種條款的適法性判斷明文規定，而係由法院逐案表示意見，因此衍生諸多爭議。
本文透過研究認為，在離職後競業禁止條款部分，法院的判斷是在：「1、原雇主營業祕密保護之必要性；2、離職員工任職期間之職務與地位；3、限制離職員工再就業之對象、期間、區域等是否合理，有無對其生存造成困難；4、於競業禁止期間對離職員工有無填補其損失；5、離職員工之競業行為是否有悖誠信；6、應審酌競業禁止約款成立的時間點，勞工是否具有談判實力」等六項審查要件中游移不定。至於，在最低服務年限條款方面，法院則主要係由該條款存在的「必要性」（指雇主有以該約款保障其預期利益之必要）與「合理性」（指約定之服務年限長短是否適當）兩項觀之，而行政院勞工保護委員會目前所提出的勞基法修正草案，也已經將此兩種條款納入，殊值國內企業重視，本文也寄語關心。

關鍵字

知識經濟 ； 離職後競業禁止 ； 最低服務年限 ； 勞動契約法 ； 勞動基準法 ； 中國大陸勞動合同法 ； 營業秘密 ； 定型化契約

並列摘要

In the knowledge-based economy era, knowledge itself is a tool of production that is portable and movable. Such tool used to be controlled by enterprises with employees who are attached and bound to it. However, the employees nowadays are positioned together with the tool of production and so is the productivity.
In order to keep talented employees and avoid them from being recruited by other competitors, enterprises in Taiwan commonly utilize the articles of “Minimum Years in Employment Contracts” and “Post-employment Covenants Not to Compete”. However, the ROC’s legal frame-work does not provide specific regulations for legal determination on the application of the above mentioned articles to employees who fall out of criteria the Directorate and Managers defined and regulated by Company Law and Civil Law. In practice, the court expresses its comments case by case, which derives numerous disputes.
Through this study, we consider that determination by the court on “Post-employment Covenants Not to Compete” varies on taking into account the six elements of investigation, namely: 1. The necessity of protecting operational secrets of the original employer; 2. The duties and rank during occupation of the post-employee; 3. Reasonableness on target, duration and region limited to the post-employer that seek for re-occupation and whether difficulty has been generated for survival; 4. Compensation against the loss of post-employer during the period of no competition; 5. Is there violation against integrity by competition behavior of the post-employee; 6. The time point of establishing article of “Covenants Not to Compete” shall be reviewed on whether the labor is capable of negotiation. As for the article of “Minimum Years in Employment Contracts”, the court mainly observed the “necessity”(i.e. It is necessary for the employer to protect expected benefit with such article) and “reasonableness” (i.e. adequacy of agreed years in employment) of the article’s existence. The recent draft for Labor Standards Act (LSA) submitted by the Council of Labor Affairs, Executive Yuan, has already incorporated these two articles, which is notable to enterprises in Taiwan, and this study is to draw attention to its further development.

並列關鍵字

Knowledge economy ； Post-employment restraint ； Minimum term of service ； Labor Contract Law ； Labor Standard Act ； Labor Contract Law of the People’s Republic of China ； Trade secret ； Standard contracts

參考文獻

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