競業協議“下沉”,普通程序員逃不過的坑

{"type":"doc","content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null}},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"blockquote","content":[{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","text":"“公司最大的敵人不是競爭者而是公司內部的職員,因爲從競爭者那裏失去的只是利潤,而從不忠的員工那裏失去的將是真正的財富。”"}]}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"如今在互聯網圈子裏,幾乎沒人不知道競業限制協議("},{"type":"text","marks":[{"type":"color","attrs":{"color":"#171a1d","name":"user"}}],"text":"下文簡稱競業協議)"},{"type":"text","text":"。法律對什麼樣的人需要簽訂競業協議已經做了明確規定:高級管理人員、高級技術人員以及其他負有保密義務的人員。雖然不是每個人都是高級管理和技術人員,但人人都可能是“負有保密義務的人員”。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"heading","attrs":{"align":null,"level":2},"content":[{"type":"text","text":"“不籤沒辦法入職”"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"現在,競業協議已經開始從高管向普通程序員“下沉”。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"在互聯網行業工作了十餘年的王修透露,現在大廠裏幾乎普通程序員都會籤競業協議。在某社交平臺上,有自稱某頭部企業的員工表示,其所在公司不僅全員,甚至連應屆生都補簽了競業協議。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"對此,北京璽澤律師事務所合夥人楊雲玲律師向InfoQ表示,部分企業要求全員甚至應屆生都要簽訂競業協議的做法並不可取,並不是所有人員都負有競業限制義務。除了法律規定的人員外,其他普通勞動者是可以拒絕簽訂競業協議的。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"雖然有權利拒絕,但絕大多數人並沒有選擇的餘地,因爲不籤可能意味着無法入職。某大廠員工表示,其所在公司的勞動合同和競業協議是捆綁在一起的,不籤沒辦法入職。某互聯網公司人力資源總監吳儀也證實了這一說法:“全員簽約主是爲了防止小概率事件發生。這麼做主要是規避風險,防止惡意離職等行爲帶來的泄密事件發生。”"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"顯然,求職者在這方面確實處於相對弱勢的地位。但在企業管理者眼中,競業協議就像一把鎖,防君子不防小人。企業使用競業協議的目標是要保護企業的知識產權,如重要文檔、核心算法。這就像專利,企業申請了可以不用,但必須要有,一旦有人侵犯到企業利益時,企業就可以用來保護自己。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"作爲競業協議制定和執行中的重要角色,行政部門基本不會考慮競業協議可能給員工帶來的不利問題。行政部門肯定是爲企業考慮的,而對於公司的競業規定,員工能做的是在入職時仔細衡量好各種相關利弊再做決定。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"但在行政部門看來,籤與不籤,根本就不是一個問題。現實中,大家求職時考慮的重點更多是在薪資、崗位前景等方面,僅僅因爲競業協議就放棄offer的人很少。同時,公司如果開啓競業協議,也會支付給員工一定的賠償金,這點員工基本都可以接受。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"te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,"text":"爲了留住人才,企業通常會爲員工提供頗具誘惑力的薪酬和合適的職業成長路徑。即便如此,有時也難敵同行給出更高的待遇。如何用更好的方式留住優秀人才,其實也是企業需要思考的問題。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"heading","attrs":{"align":null,"level":2},"content":[{"type":"text","text":"缺乏法律意識"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"雖然競業限制條款越來越多,但並不意味着每個簽訂的員工都要履行,畢竟簽訂競業協議是一回事,啓動不啓動又是另一回事。前期企業與員工簽訂了競業協議,後續企業是可以自主選擇是否需要勞動者履行競業限制義務的。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"相對來說,職位等級越高的員工在處理競業協議時會越謹慎,在前公司和下任公司的協調溝通上也做得更好。而核心涉密部門的員工離職一般會有時間不等的脫敏期,之後纔會離職,公司仍不放心的話,也會做相關調查。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"但對於普通員工啓不啓動競業協議,企業並沒有特別的判斷標準,大部分時候還是基於主觀判斷。據王修多年從事互聯網行業的觀察,雖然有些企業在競業協議上寫了兩三頁的競爭對手公司,但其實員工只要沒做什麼也可以去競對企業,這一切都要看前公司的態度。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"近幾年,競業協議糾紛案件數量呈現出逐年上升的趨勢。在這些訴訟案例中,經常發生的爭議點包括:員工是否屬於競業限制人員、協議中約定競業限制的範圍過多、簽訂勞務派遣協議是否視爲違反競業協議以及競業限制公司自主扣除競業限制補償金的稅費等。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"目前,大家也會想出一些辦法來規避競業協議,但實際上未必管用,且風險不小。對於目前常用到的用其他名字入職、與入職公司關聯的其他公司或勞動派遣公司簽訂協議的規避方式,楊雲玲律師提醒道,上述操作方式在企業有確切證據證明勞動者違反競業限制義務後,法院一般還是會認定勞動者違反競業限制義務。入職公司如果知情的話,可能還要承擔不正當競爭的責任。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"在王修看來,互聯網圈子並不大,員工離職後去了哪家公司,上家公司基本都知道。此外,公司也可以從社保或者公積金記錄瞭解到相關信息。如果員工對前公司造成了明顯的損害也很容易看出來的。比如將前公司還未公佈的方案透露給下家,下家採用效果已經從市場表現上體現出來。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"目前,企業與員工一旦發生了糾紛而訴諸法院,企業勝訴的情況是比較多的,因爲公司肯定是在掌握了一定的證據後纔會起訴。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"錄製工作視頻、郵寄相關材料來確定勞動者違反競業協議等都是常用的取證手段,從以往的案例來看,法官一般也會採納這些證據。即使在騰訊與前員工孫某的案件中,孫某表示騰訊通過祕密跟蹤等方式獲得了其行蹤,也並沒有影響其最後要賠付騰訊近百萬違約金的結果。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"除了有勞動者因設法規避而違約外,還有很多人觸犯競業限制其實都是無意識的,因爲不懂法或者不看裏面究竟約束了哪些行爲,導致泄露了公司機密。但技術人員基本上籤訂了競業協議,就需要遵守競業協議約定。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"作爲公司的領導者,陳立表示並不願意和員工打官司,除了多少會對企業品牌產生影響外,畢竟還有曾經共事的情誼。但真有人惡意傷害了公司利益的話,那隻能用法律手段解決。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"雖然競業協議變得越來越普遍,但很多人的法律意識還沒有跟上。楊雲玲律師表示,目前的司法實踐中,在不違反法律強制性規定的前提下,法院基本不會認爲勞動者與用人單位簽訂的競業協議無效。所以,大家對於自己簽字的所有協議都要仔細查看,避免不看內容就直接簽訂各種協議的情況。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"當然,員工如果認爲自己不應該負有競業限制義務,在籤合同的時候要主動和企業協商,或者在解除勞動關係的時候明確和單位協商。如果單位明確不要求員工履行競業限制義務,要請單位出具書面說明。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"從企業角度出發,其實很少有公司願意啓動競業協議,畢竟公司還要支付一定的賠償金。對於擁有幾萬人的大公司,員工每個月的入職、離職率相對都很高,如果給所有離職的人競業補償金,那將是一筆非常大的開銷。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"對於有些公司以競業協議爲由強留員工的行爲,在人事行政方面已經很資深的吳儀表示不解:“我覺得那種就是惡意的吧,把員工強留下來有什麼意義呢?”"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"heading","attrs":{"align":null,"level":2},"content":[{"type":"text","text":"結束語"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"從互聯網轉戰傳統行業後,王修最大的感受就是現在互聯網行業的競業協議並不是很規範,尤其是初創企業。“或許是因爲站在自己角度看待,現在所有的規範都是以公司爲主,給員工的空間太小了。”"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":"普通求職者究竟需不需要籤競業協議?沒人可以給出確切的定論。但當前情況下,互聯網人尤其技術人員在離職後如何與前公司處理好競業協議,或許將成爲一個新的需要補課的“知識點”。"}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}}],"text":" "}]},{"type":"paragraph","attrs":{"indent":0,"number":0,"align":null,"origin":null},"content":[{"type":"text","marks":[{"type":"color","attrs":{"color":"#494949","name":"user"}},{"type":"strong"}],"text":"應受訪者要求,王修、陳立、吳儀皆爲化名。"}]}]}
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