LAUSR

have a say in the employing company’s decision-making process is far from simple. Hungler might possibly reply that employee involvement might serve as a “mobile frontier”, the boundaries of which hinge on the tradition of any given country. However, such a view would contrast with, rather than reinforce the idea that employee involvement is a concrete and tangible right to be universally granted. In Germany, the debate over the effects, and especially the opportunity to reform the co-determination system has always been intense. The author does not fully explain why, despite its alleged convenience for both employers and employees, the German model remained an exception in the EU. As to the developing countries (among others), the guarantee of decent working conditions seems more urgent than the recognition of an advanced social right, such as the right to be informed and consulted in the decision-making process of the business. In brief, it is undeniable that in Hungler’s book, the “optimism of the will” largely prevails over the “pessimism of the intellect”: a clear example is her positive evaluation of the Chattanooga case, which is generally considered an epic failure of US unionism. Whether Hungler’s claim in favour of the human right to employee involvement is persuasive or not is a matter for the reader’s assessment; but, it is irrefutable that the book offers a thoughtful point of view on an extremely relevant topic in the contemporary labour law debate.