In this task, you are given news articles and you need to generate a highlight, i.e., a short summary, with a maximum length of 10 lines.
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Question: ROOSEVELT, New York (CNN) -- When Lisa Brown moved into her rental house on Long Island last summer with her three daughters, she says, it felt like a new beginning. Lisa Brown has to move out of her rental house because it is facing foreclosure . After living in apartments, the spacious house got her attention immediately. "It was bigger than what I had lived in," she says. Brown was also won over by the neighborhood with its tidy homes and good school district. "I wanted to come here, and I wanted to see my kids graduate from this school district." But they hardly had a chance. Instead, fighting back tears, she says, "I have to get out." Brown and her family are being evicted not because of anything they did, but because her landlord defaulted on the mortgage and the house fell into foreclosure. The house was recently sold at auction. The bad news came just seven months after Brown had moved in. A real estate broker came to the door and handed her an eviction notice, telling her she had 30 days to vacate. "I was hysterical, I was like, what do you mean?" Watch Lisa Brown's talk about why she has to move »  The broker explained that the landlord no longer owns the property and that the lease was no longer valid. Brown had no idea the house was in foreclosure.  As a tenant, she always paid her rent on time, and she assumed the rent was going toward the mortgage. "I didn't see there was a problem," she said. "You know, I'm paying rent, and she's putting it toward her mortgage, I didn't see the problem." Unfortunately, Brown is not the only tenant caught off guard. According to the Center for Housing Policy, nearly 20 percent of all foreclosures are on rental properties, and tenants' rights in such situations are minimal.   In most states, when a bank forecloses on a landlord, the tenant has no guarantee of being allowed to stay in the property, and neither the bank nor the landlord has a legal obligation to tell the tenant about the foreclosure. So while the owners know what's going on, renters are usually kept in the dark. New York State Sen. Jeff Klein is aware that renters can run into problems. "In many instances, they're actually paying their rent on time, and the owner of the property who is in foreclosure is pocketing the money," he says. Klein says rental properties are involved in 50 percent of all foreclosures in New York, and he is working on a law to warn renters of foreclosure proceedings ahead of time and to keep them from losing their security deposit and being evicted with nowhere to go. Similar laws are already in place in Ohio, Illinois, Minnesota, Maryland, Rhode Island, Michigan and California. "What we're facing here", Klein says, "is sort of the new homeless population unless we do something about it." Brown was astonished to learn that her landlord rented her the house when she knew she was losing it. "She knew that this house was foreclosing on her. She did nothing about it. Nothing, except take my money." Brown was paying $1,900 a month in rent. She had also paid $5,700 for a security deposit and broker fees to secure the house. She says that money is gone. "She will not give me my deposit back. Nothing." CNN tried to reach the owner, who lives upstairs, for comment, but her phone was disconnected, and no one answered the door. The broker who rented her the house and who was paid $1,900 says he did not know the house was in foreclosure. He also says the brokerage fee will not be returned. "It took everything I had to move in," Brown says, "to give my kids a better environment." And now, "I'm left out with nothing." Because eviction papers trump the lease, Brown has no legal right to stay. The bank that foreclosed on the house, and now owns it, offered her $1,000 to get out, but she says she's lost close to $6,000 and has nowhere to go. "If it was me, yeah I could move out and go on my own. But it's my family you're talking about, my children, my three daughters and my pets, that I brought in here thinking that we were going to stay and be happy." Brown is considering suing the owner in small-claims court to get her money back and cover moving expenses. For now, though, she says she will adjust her dreams and find another place for her family to live.

Answer: Mortgage meltdown affects renter Lisa Brown after landlord is foreclosed upon .
Brown evicted because landlord defaulted on mortgage, house fell into foreclosure.
Brown wanted a better life for her three daughters; now she must find a new home .
New York state senator working on law to warn renters of foreclosure early .


Question: BOSTON, Massachusetts (CNN)  -- The operator of a trolley that rear-ended another trolley should have been able to see the other vehicle was stopped 480 feet ahead, a federal investigator said Monday. Passengers walk past firefighters at a Green Line station in Boston after the trolley collision Friday evening. The trolley driver has told investigators he was text messaging during Friday night's collision, which injured 20 people. The Massachusetts Bay Transportation Authority, which previously had banned operators from using cell phones and other portable devices, now has told employees to leave the devices at home while on duty, National Transportation Safety Board member Debbie Hersman said Monday. Hersman also noted investigators have determined that the operator may have missed some crucial indications of a stopped trolley ahead on the tracks.  Watch new transit rule on cell phones » . "There were several signals -- two green signals, a yellow signal and a red signal -- coming out of the station, and the point of collision occurred 80 feet past that red signal," Hersman said. "We did a site-distance test, and we know that the operator had the ability to see the trolley stopped in front of him 480 feet in advance of the collision." Boston officials said over the weekend that the trolley operator was using his cell phone. Numerous media outlets, including CNN's Boston affiliates, have identified the driver as 24-year-old Aiden Quinn. "The operator of the striking train was interviewed at the hospital by two detectives," said MBTA general manager Daniel Grabauskas. "He admitted that he was texting at the time of the accident." The operator told detectives that, when he looked up, "it was too late as he applied the brake and the train struck the other trolley," Grabauskas said. He described himself as "outraged." "We have reinforced for a number of years that the use of cell phones or any other kinds of electronic devices while operating a train or a bus is absolutely prohibited," Grabauskas said. Though the investigation is ongoing, he said, the two-year employee will be fired if his version of events is confirmed. None of the injuries was considered life-threatening, the MBTA said. The collision happened at 7:18 p.m. ET Friday as the Green Line trains were traveling between the Park Street and Government Center stations in downtown Boston. Both trains were traveling westbound when one train rear-ended the second, an MBTA official said. A train operator also was text messaging last year in a California train crash that killed 25 people. CNN's Rob Frehse and Gary Bender contributed to this report.

Answer: Federal investigator says Boston trolley crashed 80 feet past a red light .
Trolley driver told investigators he was texting during wreck that injured 20 people .
Drivers already banned from using phones; authority now says keep them at home .


Question: (CNN) -- So we thought Asian kids did great in school. Think again. A new study suggests that women and minorities are less likely to receive early support from potential academic mentors. Researchers from Wharton, Columbia and NYU ran an interesting field experiment: Pretending to be students, they e-mailed more than 6500 professors at top U.S. universities admiring each professor's work and asking to meet. The e-mails were all identical except for the senders' names. Names that one can associate with a gender or race -- like Brad Anderson, Meredith Roberts, LaToya Brown, Juanita Martinez, Deepak Patel, Sonali Desai, Chang Wong, and Mei Chen -- were used. The researchers found that faculty were most likely to respond to e-mails from white males. But more surprising was the high level of racial bias against Asians and Indians -- professors were likeliest to ignore e-mails from these students. One of the researchers noted, "We see tremendous bias against Asian students and that's not something we expected. ... A lot of people think of Asians as a model minority group. We expect them to be treated quite well in academia." The study highlights the pernicious nature of the "model minority" stereotype of Asians, and the fact that Asians are still viewed as the most foreign "other" in our American culture -- perhaps the biggest outsiders in the politics of "not like us." A common refrain I hear from well-meaning friends and colleagues is: "What's so bad about the Asian stereotype? Seems to me Asians have done all right." I get it. As a woman of color, I'm keenly aware that on the spectrum of bias, there are plenty of worse things to be called than good at school. It doesn't sound so terrible to be thought of as hardworking or quiet when there are so many more obviously sinister racial myths out there to bust. But the flip side of the model minority myth is an assumption that Asians do just fine and don't need any mentoring or help in the academic or professional world. Whether due to bias or mere lack of interest, the professors in the study treated Asian and Indian students differently despite their reputation for academic achievement. And this lack of mentorship while in school may lead to an achievement gap in the workplace. There's still a huge disparity between the percentage of Asians graduating at the top of their class from the best schools in the country and the percentage of Asians who go on to achieve top leadership positions in their chosen fields. Disturbingly, I have heard thoughtful colleagues wonder aloud whether the underrepresentation of Asians in senior leadership roles is due to systemic, external factors that should be addressed with reform in the workplace, or whether it's Asians who are responsible for taking themselves out of the C-suite pipeline because "they're just happy being the worker bees." Is there any truth to the perceptions that Asians are passive, lack leadership skills and assertiveness, are unwilling to take initiative or risk, and even unable to have fun or a decent sense of humor? Some people definitely think so. I'm not the only American of Asian descent who has been told, in the form of a compliment, that I'm surprisingly outgoing, funny, or sociable -- for an Asian. I still get friendly compliments on my "very good English." And at one of my very first legal job interviews, one judge put it succinctly: "I've always thought your people were very bright." It's the very benignity of these model minority stereotypes that render them so persistent and difficult to eradicate. So, what can we do about it? We can start by improving mentor and sponsor programs. Mentors and mentees are too often arbitrarily paired in the corporate world. Employers should consider the real affinities that may actually exist within their workforce and offer employees the tools, training and access to identify, cultivate and maintain their own meaningful mentor and sponsor relationships. At one law job early in my career, I was assigned to a "mentor" who himself had only been at the firm a few weeks. Why? He was from Seoul. I'm from California and grew up in D.C. And I'm not even Korean-American. Meanwhile, I went to a college that graduates about 400 students a year, and a white male senior partner whose office was down the hall had gone to this same small college, yet no one at the firm had stopped to think that perhaps I might have something in common with him. Sure, it's also incumbent on people to take initiative and simply walk down the hall and introduce themselves to potential mentors. But it would be incredibly helpful and transformative for the gatekeepers -- in academia, the corporate world, public service, media, entertainment and the arts, whatever path talented young people might choose -- to recognize the subtle, unconscious biases that sometimes prevent Asians from achieving their true potential. Maybe then Asians in America can be recognized for bringing more to the table than just being good at school. Q & A with author Helen Wan about 'The Partner Track'

Answer:
A Wharton study shows high level of racial bias against Asians and Indians .
Helen Wan: The "model minority" stereotype of Asians is pernicious .
She says even though Asians do well in school, in the workplace they fall behind .
Wan: One way to help Asians is to improve mentor and sponsor programs .


