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BMW X4 M40i spotted testing in Germany

The stream of segment-busting BMW variants is showing no signs of letting up, and with the latest addition now upon us, questions have been circulating as to whether the Bavarian automaker would do an M version of the new X4 crossover. The jury may still be out on that proposition, but the latest intel suggests that, while a full-on X4 M may not be in the cards, a next-best-thing X4 M40i is in the works. And that appears to be what we're looking at in this fresh batch of spy shots.
Spotted for the first time undergoing testing in Germany, this X4 is tipped to be the next addition to the M Performance line that's already given us near-boiling models like the M135i and M235i on the one hand and the diesel-powered M550d, X5 M50d and X6 M50d on the other. Power in this case is tipped to come from the same 3.0-liter turbo six as the upcoming M2, producing between 360 and 380 horsepower.
Unlike the current top-of-that-specific-line X4 35i, which has two tailpipes on one side, this partially-camouflaged prototype has one pipe protruding from each corner of the rear bumper, but looks like it could easily accommodate twin pipes on both sides. Expect commensurate suspension, brake, rolling stock, aero and trim upgrades to come as part of the package, though they likely won't be quite as substantial as those applied to the X5 M and X6 M.

BMW i8 will be first production car to use Gorilla Glass

What do smartphones and the BMW i8 have in common? Glass. Scratch-resistant Gorilla Glass, that is. The i8 will be the first production car to use the chemically hardened material, which is more durable, lighter and provides more sound deadening than conventional laminated automotive glass. We thought it would be a natural replacement for windshields, but, according to Autoweek, BMW said it will be used for the rear window for sound deadening purposes. The Gorilla Glass will still be laminated, with two 0.7mm thick layers of it sandwiching an acoustic sheet, reports Autoevolution.
BMW reportedly claims the i8 will weigh less than 3,285 pounds, and to offset the heavy hybrid powertrain to reach that goal the automaker has implemented lightweight materials normally not found in mass-production automobiles. With a carbon fiber reinforced plastic (CFRP) monocoque used for both the (relatively) pedestrian i3 and the upscale i8, it's not surprising BMW was also the first to jump onto Gorilla Glass, especially given the timing of a report that a high-end automaker would introduce it within the year.
Be sure to check out our First Drive review of the i8 to see if BMW's newest sports car is living up to the hype.

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."