I signed a confidentiality agreement at Green Point Technology, and I left myself during the probati

1. The confidentiality obligation is a legal obligation of the employee, and the performance of the obligation is not premised on the payment of confidentiality fees by the enterprise. This obligation is fulfilled even after the employee leaves the company, including the confidentiality agreements that have been signed.

2. Employees shall strictly abide by any written or unwritten confidentiality rules and regulations stipulated by the company after their employment or resignation, perform the confidentiality duties corresponding to their positions, and do not disclose the company's confidential information. The Company's trade secrets shall not be disclosed to any other person outside the Company in any form, and employees shall not disclose the Company's trade secrets to anyone outside the Company if the Company promises not to divulge the trade secrets belonging to others. You shall not use the confidential information of the Company or any other person to which the Company has committed to confidentiality for the benefit of yourself or any third party. Properly keep confidential information of the Company or others to which the Company has committed to confidentiality.

3. Therefore, after the employee leaves the company, as long as he abides by the obligations of the employee confidentiality agreement and does not disclose the company's secrets, he does not need to bear any legal responsibility.

No, a confidentiality agreement means that you will keep the secrets you know in the company after leaving the company, and you will not be liable as long as you do not disclose the secrets.

Non-disclosure agreement and terms of service term are two different things, you just need to abide by the terms of the non-disclosure agreement.

Yes, it is necessary to sign the agreement on the confidentiality of experimental data, the confidentiality agreement on the inspection content, the confidentiality agreement for entrusting customers, the confidentiality agreement for the inspection of the tassel trillion, the confidentiality agreement for the inspection consequences, the confidentiality agreement for the inspection technology, etc.

Because the borrowing of seeds to give birth violates the principle of public order and good customs in the civil law, the agreement has no legal effect. It should be noted that because the law does not recognize the act of borrowing seeds to have children, the biological father of the child still has the obligation to raise the child in law.

If the employer is notified three days in advance to terminate the labor contract, the consent and approval of the employer are not required, and no legal responsibility is assumed.

Labor Contract Law.

Article 37 A worker may terminate a labor contract by notifying the employer in writing 30 days in advance. The employee may terminate the labor contract by notifying the employer three days in advance during the probationary period.

Article 38 An employee may terminate a labor contract under any of the following circumstances:

1) Failure to provide labor protection or working conditions in accordance with the provisions of the labor contract;

2) Failure to pay labor remuneration in full and in a timely manner;

3) Failure to pay social insurance premiums for workers in accordance with the law;

4) The rules and regulations of the employer violate the provisions of laws and regulations and harm the rights and interests of workers;

5) The labor contract is invalid due to the circumstances specified in the first paragraph of Article 26 of this Law;

6) Other circumstances under which the labor contract may be terminated by laws and administrative regulations.

If an employer forces an employee to work by means of violence, threats or illegal restriction of personal freedom, or if the employer directs or forces the employee to perform risky work in violation of rules and regulations and endangers the employee's personal safety, the employee may immediately terminate the labor contract without prior notice to the employer.

If the employee leaves on his own during the probationary period, it generally does not cause economic losses to the company, so he does not need to bear legal responsibility, but the company will issue a notice of dismissal, which will affect the later job search.

You only need to resign during the probationary period 3 days in advance, so there is no need to leave yourself.

First of all, the employee and the employer can agree on a non-compete clause and are protected by law. However, a non-compete cannot be for life, but for a limited period of time. In addition, during the confidentiality period, the employer must pay compensation for the losses suffered by the employee due to the prohibition of business.

The compensation fee shall be agreed by both parties) Non-competition, also known as non-competition, is an agreement whereby an employer prohibits an employee from working for a competing employer within a certain period of time after leaving the company in order to protect its own trade secrets, and at the same time pays compensation to the employee. The amount of compensation for non-competition and the duration of non-competition are two very important issues in labor contract legislation. Some experts believe that compensation should be paid after the fact, because in practice, some workers do not recognize the compensation they receive from their wages as non-compete compensation, and consider it only a normal wage payment.

When implementing compensation, not only the employee who changed jobs should bear the liability for compensation, but also the new employer should bear the corresponding responsibility. On the issue of the duration of the non-competition, Guo Jun (note: labor law expert) believes that the amount of compensation should be linked to the number of years of prohibition, and stipulate that for every agreed one-year period of non-competition, the employee will be paid one year of compensation.

If such a mechanism is not adopted, a ceiling should be imposed. Should non-compete be limited to certain industries? The debate surrounding this issue has not yet reached a unified conclusion.

It is understood that the current tendency is that non-compete can only be agreed upon when trade secrets are involved. Finally, because China's labor law does not clearly stipulate, there is still a debate in the legal circles, and there is no conclusion, so it can only be regulated in accordance with legal principles. Such as:

If the employee is forced to sign the clause at the time of the conclusion of the employment contract, the clause is voidable if the employee can prove the existence of coercion. (The exercise of the right of revocation by the coerced party is a right of formation, which is valid if it is not revoked, and is invalid ab initio after revocation) If the terms of the contract are obviously unfair, "manifest unfairness" can be applied, and the employee can also exercise the right of rescission. (If the employment contract stipulates that you will be prohibited from non-competition for life, but the employer only bears a few years of economic compensation, or even no compensation, then the clause is obviously unfair and is a revocable clause).

If youYou have signed a confidential competition agreement with the employer, but after your resignation, the employer does not pay you the confidentiality fee and non-competition compensation as agreed, and the agreement is not binding on you.

Now, you can negotiate with the employer to resign, or you can give the employer 30 days' written notice (3 days of probationary period).

For employees who are obliged to maintain confidentiality, the employer may stipulate a non-compete clause with the employee in the employment contract or confidentiality agreement, and stipulate that after the termination or termination of the labor contract, the employee will be compensated monthly during the non-compete period. If the employee violates the non-compete agreement, he shall pay liquidated damages to the employer in accordance with the agreement.

Article 24The non-compete personnel are limited to the senior management personnel, senior technical personnel and other personnel who are obliged to maintain confidentiality. The scope, region, and duration of the non-compete restriction shall be agreed upon by the employer and the employee, and the agreement on the non-compete restriction shall not violate the provisions of laws and regulations.

After the dissolution or termination of the labor contract, the period of non-competition for the personnel provided for in the preceding paragraph to go to another employer that has a competitive relationship with the unit that produces or sells the same kind of products or engages in the same kind of business, or starts their own business to produce or operate the same kind of products or engage in the same kind of business, shall not exceed two years.

According to the provisions of the Labor Contract Law, as long as the employer is notified three days in advance during the probationary period, the employee can leave the job. And this non-disclosure agreement you are talking about is not binding on you.

It should be not, because the company is not benevolent and you have to live, but I have an opinion if you don't want to leave with salary, what can not be discussed, your company attaches so much importance to not letting you go? If you don't solve the problem at the time, it's very troublesome afterwards. It's best to negotiate with the company, I think as long as you don't do anything that harms the interests of the original company, you'll be fine.

It is only valid when the company pays the confidentiality fee, and the company wants not to pay a penny, then the agreement is useless. If there is a confidentiality fee and payment method specified, then you must comply with it.