퇴사자가 자료 삭제 ·유출… 형사처벌 될까 업무상배임·영업비밀 핵심정리

If a former employee deletes company data or takes customer information with them, is criminal punishment possible? This is the question most frequently asked by CEOs in practice. However, simply saying "they did something wrong" is a completely different matter from "criminal punishment is possible." In this video, based on actual cases, we will provide a precise, practical summary covering: ✔ Requirements for establishing breach of trust in business ✔ Criteria for recognizing trade secrets (key aspect: confidentiality management) ✔ Whether the crime of obstruction of business applies when data is deleted ✔ Possibility of applying charges for destruction of electronic records A particularly important point is that 👉 Whether punishment is imposed depends on how the company has managed its data on a regular basis. This is information that CEOs and HR managers must be aware of. 📌 Recommended for: Business owners concerned about data leakage after an employee leaves Businesses requiring management of customer databases and sales materials Individuals wanting to know the actual possibility of legal action 📞 Consultation Inquiries: 02-523-1579 00:00 20-Second Summary 00:36 Intro - Is Punishment Possible for Deleting or Leaking Former Employee Data? 01:18 Most Frequently Asked Questions by CEOs 01:55 Type 1: Leakage of Trade Secrets/Data (Breach of Trust) 02:35 Key to Breach of Trust: Proving ‘Intent’ is Crucial 02:46 3 Criteria for Recognizing Trade Secrets (Confidentiality Management) 03:07 Type 2: Cases of Customer Information Leakage 04:36 Type 3: Deletion of Data Upon Resignation 05:52 Wrap-up - Summary of Key Conditions for Criminal Punishment 🌍 Online Consultation ► https://www.yulsasj.com/contact 🎥 Recommended Resources:    • [HR 전용] 인사노무 리스크 관리 & 대응 전략   🚩 Social Media : Website : https://www.yulsasj.com/ Instagram:   / yulsaseojae   Blog: https://blog.naver.com/forattorney 📌 Disclaimer The comments posted on this YouTube channel are intended solely for general legal information. Please note that this content is not provided for the purpose of legal advice or interpretation. We strongly recommend that you consult directly with an attorney before taking any action.