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Will global automakers drop local JV partners if China's government says they can?

Chinese economic policies could be in for a big change, as President Xi Jinping pushes the communist country to open its domestic markets even further. That could mean big things for the auto industry, especially when it comes to the country's far-reaching joint-venture system.
According to Chinese law, foreign automakers may only maintain a fifty-fifty partnership with their domestic counterparts. But with Jinping's push for openness leading to potential free-trade deals, that policy could be relaxed (or eradicated all together) in short order. What's an automaker to do?
Well, in BMW's case, stay the course. Automotive News Europe reports that, despite the grumblings about the JV policy changes, the German manufacturer has resigned its agreement with Brilliance through 2028. This is made doubly remarkable by the fact that BMW signed the extension over three years before it was set to expire.

2015 BMW 4 Series Gran Coupe might be a better 3 Series sedan

At BMW, there really is something for everyone these days. Just take a look at the massive 3 Series/4 Series range - you can have a sedan, coupe, convertible, wagon, or funky-backed Gran Turismo. And now, with the introduction of the 2015 4 Series Gran Coupe, you can have another seda... err, hatchback, actually. But perhaps, a better one.
Compared to the 3 Series sedan, the 4 Series Gran Coupe is both longer and wider by about half an inch, but is shorter in overall height by an inch and a half. Honestly, to our eyes, it looks a little better than the 3 Series, too, what with its longer roofline, more sculpted rear haunches and lower stance. Full interior volume specs for the 4GC aren't available as of this writing, but we expect them to be roughly the same as the 3 Series, perhaps with a small decrease in headroom and rear legroom. Trunk space, at 17 cubic feet, matches the 3 Series sedan, and because the 4GC actually uses a hatchback design, it should be easier to access.
Powertrains are completely carryover from the rest of the 3/4 Series range. The 428i uses BMW's well-liked 2.0-liter turbocharged inline-four with 240 horsepower and 255 pound-feet of torque, and the 435i is fitted with the company's 3.0-liter turbo-six, good for 300 hp and 300 lb-ft. An eight-speed automatic is the only transmission available in the US with either model and rear-wheel drive is standard. Only the 428i can be had with BMW's xDrive all-wheel-drive system, and interestingly, the 428i Gran Coupe is actually expected to be more fuel-efficient than its 3 Series sedan counterpart. The GC is estimated to return 23/35 miles per gallon city/highway, compared to the 23/33 mpg in the 328i sedan. The 435i Gran Coupe should achieve the same 22/32 mpg ratings as the 335i sedan.

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."