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2015 BMW i8: Autoblog Technology of the Year finalist

Traditionally, nominations for the Autoblog Technology of the Year award are earned for specific developments - a new-think powertrain, a uniquely developed material, a groundbreaking smartphone app, or what have you. In the case of BMW's marvelous i8, it so bristles with novel applied sciences and fresh features that we broke with tradition and nominated the entire car.
We just couldn't help ourselves. Oh, we could've focused on the i8's carbon-fiber monocoque, or its well-resolved plug-in-hybrid powertrain that incorporates a tiny 1.5-liter three-cylinder engine and an electric motor, or its seamless through-the-road all-wheel drive. This is a car that will even have frickin' laser beams for headlights - at least it will for our friends in Europe (and it will in the US, should our legislators ever catch up).

Audi overtakes BMW as adulterers' favorite car brand

As Audi hopes to surpass BMW as the top-selling luxury automaker, sometimes it has to look at the small victories, too. For instance, IllicitEncounters.com - a UK dating site for married folks (also known as adultery) - is reporting that a recent poll shows that more people willing to cheat on their spouses drive an Audi. Last year, this same poll showed that BMW was the car-of-choice for adulterers.
With Audi on top (pun intended) and BMW bumped to number two, Mercedes-Benz, Volvo and Volkswagen round out the top five car brands owned by unfaithful wives and husbands. Check out the poll over at IllicitEncounters.com, but be sure to clear your browser history afterward. You know, just to make sure your spouse doesn't get the wrong idea about the websites you visit.

BMW slapped with discrimination suit by EEOC

According to a report from CNNMoney, BMW has been hit with a lawsuit from the US Equal Employment Opportunity Commission after revised criminal background check policies resulted in the dismissal of 88 contractors, 70 of whom (that's about 80 percent) were black. A total of 645 contractors were required to submit to background checks at BMW's facility in Spartanburg, South Carolina after BMW switched contract companies at its plant.
Though the 88 persons who were not rehired by the new contractor all had criminal records, that may not necessarily be a legal way to screen applicants, as the EEOC counters: "BMW's policy has no time limit with regard to convictions. The policy is a blanket exclusion without any individualized assessment of the nature and gravity of the crimes, the ages of the convictions, or the nature of the claimants' respective positions."
BMW's actions were in violation of the Civic Rights Act of 1964, according to the EEOC, because they utilized "a criminal conviction policy that disproportionately screened out African-Americans." A recent bulletin offering guidance from the EEOC on the Civil Rights Act can be found here, but the EEOC's stance on the issue has been the same for years: "Since issuing its first written policy guidance in the 1980s regarding the use of arrest and conviction records in employment decisions, the EEOC has advised employers that under certain circumstances, their use of that information to deny employment opportunities could be at odds with Title VII."