يصدر قانون العمل عادة تحقيقاً لمطالب اقتصادية و اجتماعية ملحة من أهمها تحقيق استقرار العلاقات الاجتماعية و المساواة في المعاملة بين العاملين و رفع مستوى المعيشة لذلك تعرض قانون العمل لكثير من الشروط الموضوعية و الشكلية التي ترافق إبرام عقد العمل و تنفيذه و لا شك أن هذا الأمر من إيجابيات قانون العمل لأنه بهذه الخطوة يحافظ على استقرار علاقات العمل الفردية و يضمن حسم ما قد ينشأ من خلافات بين العامل و صاحب العمل بشأنها مما ينعكس ايجابيا على السلم و الأمن الاجتماعي إلا أننا لم نجد مبرراً منطقياً و قانونياً لعدم قيام المشرع في قانون العمل ببحث موضوع الشرط الاتفاقي بعدم المنافسة و ترك الأمر للقانون المدني .
و عليه فقد ارتأينا تسليط الضوء على هذا الموضوع .
The Labor Code is usually issued to execute persistent economic and social
demands. The most important ones are achieving the Stabilization of the social
relationships, the Equal treatment among workers and raising the Living standards . As a
result the Labor Code has been exposed to several objective and nominal conditions
which accompany signing the contract and accomplishing it. Undoubtedly this is one of
the positive points in the Labor Code. Due to the fact that it secures the stabilization of
the individual work relationships and guarantees an end to the controversies that might
arise between the worker and the employer . This will have a positive influence on the
peace and social security . However we couldn’t find a reasonable and legal excuse for not
having the Legislator of the labor code studying the conventional clause of not
competing and leaving the subject for the Civil law.
So we have decided to spot a light on this subject .
References used
إسماعيل إيهاب حسن – وجيز قانون العمل- الجزء الأول- عقد العمل الفردي- مطبعة جامعة القاهرة
الهواري عصمت – المرشد في قانون العمل – الجزء الأول- 1985
رمضان سيد محمد – الوسيط في شرح قانون العمل - الطبعة الأولى-الناشر : دار الثقافة للنشر والتوزيع- 2005
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