1998 Bmw Z3 M Roadster Convertible 2-door 3.2l on 2040-cars

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BMW 4 Series Gran Coupe blows the doors back on [w/video]

BMW sure seems to take pleasure in confusing the hell out of us. It used to be pretty simple: if you wanted a compact Bimmer, you had to look no further than the 3 Series. Then it was just a matter of which bodystyle you wanted. But the smaller end of BMW's lineup has gotten more complicated lately. Never mind the 1 Series and 2 Series (in their various iterations) that have slotted in below it - now the 3 Series has been split in two: Want a four-door, get the new 3 Series. Want a two-door, the 4 Series is your address. Right?
Almost. Because now there's a 4 Series Gran Coupe that keeps the two-door's roofline (or some approximation of it) but adds an extra set of doors in the back, thereby bridging the gap between the 3 Series sedan and 4 Series coupe. And it's just made its public debut here at the Geneva Motor Show.
The difference between this and the two-door 4 Series is plain to see: it's got two extra doors. But what's the difference between this and the 3 Series sedan? About two or three grand, to start with - depending on which version (428i Gran Coupe or 435i Gran Coupe) you choose. But it's also sleeker, more muscular and altogether that extra bit sexier. Which is a good trait, as you can see from our gallery of live shots above, to have in your European sports sedan, coupe, or whatever you want to call it.

Company car offers in decline, but not at The Cheesecake Factory [w/poll]

As businesses look to keep high-level employees happy, it seems that use of company cars can still be an effective method, although fewer companies are employing it. According to Businessweek, only about 25 percent of companies offer company vehicles as a perk, while less than half give allowances for employees to use their personal vehicles for work purposes.
The report says that one business still in the practice of handing out company cars is The Cheesecake Factory, which offers the benefit to top managers. And we're not talking about some econobox, either. The article indicates the restaurant chain hands out BMWs on a three-year basis - although the company's own report says that the type of vehicle "varies with the executive's level."
Still, we mostly agree with the article's conclusion that money is the best way to keep employees or attract new ones, even if a corporate car is a big perk. What do you think? Let us know, in the poll below, whether a company car could sway you to work for a certain company (not just the Cheesecake factory, where the "Glamburgers" portion of the menu alone is enough to keep a guy hanging around).

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."