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当今时代,职场动荡,“人来人往,花开花落”,当离职员工携“商业秘密”潇洒离去, 留下人财两空的残局让企业收拾,不啻于重磅炸弹,把企业老板的心炸得七零八落。在我们的劳动法规尚不够完善的情况下,“以德治国”尚不能立竿见影,我们更需要的是“依法治企”。针对员工的忠诚问题,通过制订细致完备的企业规章制度、劳动合同尤其是保密协议等来规范员工的行为,往往能收到很好的效果。那么,“保密协议”能否制约员工的“不忠诚”?它能否挽回企业的利益损失?关于“保密协议”的实际运用,让我们从以下几个实际案例入手,浅析焦点,总结经验!
In today’s era, the workplace turmoil, “coming and going, blooming flowers”, leaving the staff to carry the “trade secrets” gracefully leave, leaving behind the wealth of two empty mess for the enterprise, not to mention the blockbuster, the business owner Heart fried packed. In our labor laws and regulations are not yet perfect enough circumstances, “rule of virtue” is not yet immediate, what we need is “rule by law.” According to the loyalty of employees, it is often possible to receive good results by formulating detailed and complete rules and regulations, labor contracts, especially non-disclosure agreements, etc. to standardize employee behaviors. So, “confidentiality agreement” can restrict staff “disloyalty”? Whether it can restore the loss of the interests of enterprises? About the “confidentiality agreement” the practical application, let us start with the following practical cases, analyze the focus, summarize the experience !