2014 Bmw M6 Competition W/ A $151k Msrp, Ccbs, Executive Pack, on 2040-cars

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2015 BMW Alpina B6 Gran Coupe challenges the M6 in New York

Despite being a well-respected outfit for decades, Alpina remains something of a mystery to many stateside BMW fans. In Europe, Alpina has established itself as a first-rate source for breathed-upon high-performance Bimmers, and it's looking to continue picking up traction on our shores. The US has received a handful of Alpina models through BMW factory channels, namely the 7-Series-based B7, and now we're getting another fast four-door with the debut of the BMW Alpina B6 xDrive Gran Coupe at today's 2014 New York Auto Show.
The B6 Gran Coupe stands as an interesting sibling to the factory's M6 Grand Coupe. Both are propelled by a 4.4-liter twin-turbo V8, but the tunes are quite different. The Alpina produces 540 horsepower and 540 pound-feet of torque, which is 20 hp less than the M6, but with 40 lb-ft more torque. An eight-speed automatic and all-wheel drive mean that the B6 is about half a second quicker to 60 miles per hour than BMW's own creation. Plus, the B6 has an unrestricted top speed of 198 mph, making it one seriously rapid 6 Series Gran Coupe.
The sport sedan also wears other Alpina goodies like 20-inch versions of the brand's 21-spoke wheels and exclusive color options. The B6 Gran Coupe goes for $118,225 (including destination), and will be available through BMW dealers immediately after the auto show ends. More info about the B6 is in the release below.

2014 BMW Z4 sDrive35is

The BMW Z3/Z4 roadster has never really had a widespread following because it has either been too humble and small a roadster (albeit with some fun and very low-volume M editions) or it has been - in this E89 generation - too casual an image leader with no racier aspirations. The current 480-hp Z4 GTEs don't count, since they are as stock a Z4 as today's Pamela Anderson is the same blonde actress we knew as Heidi on Home Improvement. You know, sort of like those ever-so-slightly modified Toyota Camry coupes competing in NASCAR.
The ultimate highpoint for the BMW Z roadster franchise was at the very start of its life in the mid-90s, in the James Bond film GoldenEye with Pierce Brosnan. The Stinger missiles that Q's team installed behind the Z3's headlights were never fired, and BMW never even offered this self-defense package as an option. Yet another case of the ol' bait and switch.
And in all these subsequent years of Z3s and Z4s strutting their long-hooded stuff, the little sporting Bimmer could really have used a live Stinger missile or two to spice things up. The current Z4 exists, it is pretty dang sexy, and BMW seems content to let it linger there. We just drove the new midlife version of the roadster near BMW headquarters in Munich, and it served to reinforce our feelings.

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."