在职员工负有保密义务，而且也负了竞业限制义务，在职期间从事与公司竞对的业务，从道理伦理上来讲都是

不忠诚的行为。我老板就怀疑公司的营销总监偷偷在外面从事与公司有竞争关系的业务，甚至吃里扒外。因为，

只要是他负责的项目，投标的底价竞争对手都知道，结果无一例外，全都不能中标。因此，老板让我们人力资

源部去调查一下他是否有违反竞业限制，大家有什么好的建议么？

对于在职期间的竞业限制调查，通常涉及员工是否违反了与公司签订的劳动合同中的保密和竞业限制条款，主要

有一些方法可以供尝试。

1.收集证据：如果怀疑员工在职期间违反了竞业限制，需要收集相关证据来支持这一怀疑。这可能包括员工的工作

记录、电子邮件、聊天记录、社交媒体活动、客户反馈等。确保证据的合法性和有效性，避免侵犯员工的隐私权和

其他合法权益。

2.工作表现与行为监控：密切关注员工的工作表现，包括工作态度、工作效率、项目完成情况等。观察员工是否有异

常行为，如频繁请假、迟到早退、工作时间处理私人事务等。

3.通讯与社交媒体监控：在合法合规的前提下，监控员工的通讯记录（如电话、邮件、聊天记录等）。关注员工在社

交媒体上的动态，看是否有与竞争对手相关的言论或行为。

4.内部调查：在收集了初步证据后，可以进行内部调查，如询问员工的同事、上级或下属，了解员工的工作表现、行为

举止等是否存在异常。同时，也可以检查公司的IT系统，看是否有员工访问了与竞业限制相关的敏感信息或进行了不当操作。

5.业务往来审查：定期检查员工与外部公司的业务往来记录，包括合同、发票、邮件等。核实员工是否参与了与原单位有

竞争关系的业务活动

6.外部调查：如果内部调查无法确定员工是否违反了竞业限制，可以考虑聘请专业的调查机构或律师进行外部调查。他

们可以通过更深入的调查和专业的法律手段来获取更多证据。

7.与员工本人沟通：在掌握一定证据后，可以与员工进行面对面的沟通，了解其具体情况和解释。给予员工陈述和申辩的机会

，确保调查过程的公正性。

极兔竞调，专注竞业限制12年，关注我，教你如何破局！

On the job employees have a confidentiality obligation and also have a non compete obligation. Engaging in 

business that competes with the company during their tenure is considered disloyal from an ethical perspective. 

My boss suspects that the company's marketing director is secretly engaging in business that competes with the 

company outside, even cutting corners. Because as long as it is a project he is responsible for, all the bidding 

competitors know the bottom price, and without exception, none of them can win the bid. Therefore, the boss 

asked our human resources department to investigate whether he has violated non compete restrictions. Do 

you have any good suggestions?

For non compete investigations during employment, it usually involves whether employees have violated the 

confidentiality and non compete clauses in the labor contract signed with the company. There are mainly some 

methods that can be tried.

1. Collect evidence: If an employee is suspected of violating non compete restrictions during their employment, 

relevant evidence needs to be collected to support this suspicion. This may include employees' work records, 

emails, chat records, social media activities, customer feedback, etc. Ensure the legality and validity of evidence, 

and avoid infringing on employees' privacy and other legitimate rights and interests.

2. Work performance and behavior monitoring: closely monitor employees' work performance, including work 

attitude, work efficiency, project completion status, etc. Observe whether employees exhibit abnormal behavior, 

such as frequent absences, being late or leaving early, and handling personal affairs during working hours.

3. Communication and social media monitoring: Monitor employees' communication records (such as phone 

calls, emails, chat records, etc.) under the premise of legality and compliance. Pay attention to employees' social 

media updates to see if there are any comments or behaviors related to competitors.

4. Internal investigation: After collecting preliminary evidence, an internal investigation can be conducted, such 

as asking colleagues, superiors, or subordinates of employees to understand whether there are any abnormalities 

in their work performance, behavior, etc. At the same time, the company's IT system can also be checked to see 

if any employees have accessed sensitive information related to non compete restrictions or engaged in improper 

operations.

5. Business transaction review: Regularly check the business transaction records between employees and external 

companies, including contracts, invoices, emails, etc. Verify whether employees have participated in business activities 

that compete with their original units

6. External investigation: If internal investigation cannot determine whether an employee has violated non compete 

restrictions, it may be considered to hire a professional investigation agency or lawyer to conduct an external 

investigation. They can obtain more evidence through more in-depth investigations and professional legal means.

7. Communication with employees themselves: After obtaining certain evidence, face-to-face communication can 

be conducted with employees to understand their specific situation and explanations. Provide employees with 

opportunities to present and defend themselves, ensuring the fairness of the investigation process.

Jitu Competitive Adjustment, focusing on non compete restrictions for 12 years, follow me and teach you how to break through!

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