In this study, we develop a model to examine the dynamics of the insolvency and bankruptcy code (IBC) processes in the aftermath of Covid-19. We use the model to study the impact of the pandemic on the following aspects of the financial disputes and their implications: number of disputes between debtors and their creditors in the aftermath of Covid-19; frequency of these disputes coming to the National Company Law Tribunal (NCLT); impact of the pandemic on the frequency of ‘out of court’ settlements; the nature of disputes settled amicably and those adjudicated under the corporate insolvency resolution process of the NCLT; and the recovery rates in the settled versus litigated disputes. We show that while the number of disputes will go up, the frequency of settlements will come down in the post-Covid world. Moreover, the post-pandemic legal changes made to the IBC are detrimental to the interest of the micro, small and medium enterprises and also for the formal and informal sector employees. We offer suggestions for promoting out-of-court settlements to save time and costs of the parties involved. Our suggestions related to public policy can help mitigate the macroeconomic costs of the pandemic. JEL Classification Codes: K00, K22, K41, G21

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To explore the relevance of variables, such as accessibility, treatment and satisfaction, with work of employees with disability through statistical tests, the article aims to highlight the divide between employees with disability and non-disability. The authors derive the data through a primary survey from employees of government organisations in the Ahmedabad and Gandhinagar districts of the state of Gujarat, India. The employees consisted of both employees with disability and fellow employees (non-disabled). Primary data were collected from 128 respondents by the survey method through a questionnaire. A worrisome divide is found between the accessibility levels of employees with disability and non-disability. Through responses from employers, we find they are equally satisfied with work of both employees with disability and non-disability. However, there still exists significant mean rank difference in variables, like financial benefits and promotional policy, and treatment at the workplace, with non-disabled employees having a higher mean value.