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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 M235i in circuit scrap with legendary E46 M3 CSL

Earlier this month, we brought you news that BMW's one-year wonder, the 2011 1 Series M Coupe, is actually trading for more money today than it did when new. That sort of short-term appreciation is a major rarity with modern production cars, but apparently it's not the only BMW enthusiast coupe to enjoy far-above-average residual values. The not-for-North America 2004 M3 CSL, itself a single-year offering, apparently also fits that description, as we've just learned from Auto Express.
The M3 CSL ruled overseas BMW showrooms a decade ago, with just 1,400 examples built. Based on the well-regarded E46 M3, the rare two-door was relieved of extraneous bits for improved track work and driver fidelity, coming in at around 240 fewer pounds than a garden-variety M3. With carbon-fiber-reinforced plastic bodywork, thinner glass and a lot less sound insulation, the CSL was one of the more raucous cars of its day. Like the 1M Coupe, it was also one of the more connected cars of the era, with a retuned suspension, quicker steering, and a bit more power than its brethren.
As Auto Express points out, a good used one commands about the same money as a brand-new 2014 M235i - the closest thing BMW makes to a 1M Coupe today - which makes this video track battle an interesting new-versus-used showdown. According to AE, a well-sorted used M3 CSL will run UK consumers anywhere between £30,000 and £35,000 - roughly $50,000 to $59,000 US. That's a massive premium over the $10k-17k British buyers can expect to shell out for a comparable standard M3, similar to the story that plays out for the 1M versus lesser 1 Series variants.

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."