Attempting to uncover the basic principles of the subject of multiculturalism with the meaning of the hadits in the book of Bulughul Marom, and their hujjah that can be known for the establishment of their legal. The basic principles concept of multiculturalism contained in the hadits in the book of Bulughul Marom is upholding justice and the rule of law, disputing resolution, realizing of peace and harmony together, the urgent lofty morality and the necessity to respect the human rights, welfare and fostering an attitude of togetherness for the realization of solidarity and social sensitivity. While the hujjah status of hadits about the concept of multiculturalism entities generally have strong hujjah, or having Saheeh status. The majority of them are labeled with Muttafaq 'Alaih, and assessed as Saheeh' hadith for the famous 'Ulama, such as Imam al-Hakim, Ibn Hibban and al-Turmudzi.

Legalization of Waqf Assets in Samarinda is an attempt to find out the concept of safeguarding waqf property in national legal representation which is manifested in the reality of waqf property in Samarinda. This study uses qualitative approach. In the real term, the legalization effort is carried out by accurately documenting it, either in the form of a waqf pledge deed, replacement deed or in the form of a waqf land certificate. The efforts to realize the legal status of waqf assets are a form of realization of benefit. Actually, this becomes the task of managements gather with other relevant agencies, namely the Ministry of Religion, the Indonesian Waqf Board, and the National Land Agency. The strategy adopted is to register, administer, announce the existence of waqf property and monitor it. While the challenges faced when seeking the legality of waqf assets include a lack of awareness about the legal status of waqf in the community. Also the lack of human resources that needs to be improved in competence, as well as the number of managements that have not been registered at the Indonesian Waqf Board. Whereas the opportunity is the existence of established regulations related to waqf, starting from the registration of waqf assets, management, supervision and even productivity, namely Law Number 41 of 2004 concerning Waqf.

Waqf is commonly defined as an endowment made by Muslims to a religious cause. By this definition, waqf is a spiritual practice with a divine aspect for Muslim people. In Indonesia, the implementation of Waqf is regulated in national law and adjacent to a kind of private law. Because waqf is similar to a sort of private law in Indonesia, it is possible for waqf in the future to have a dispute around property rights dissatisfaction. This article determines a determinant factor of waqf disputes in Indonesia, especially East Java. This article is an empirical legal study by looking at phenomena background of the waqf dispute and mapping out a model of waqf dispute resolution overcame by several parties. This article finds that waqf disputes in Indonesia are caused by several determinant factors, such as recognition of ownership of the founder’s family (wāqif), changes in the aims and objectives of waqf assets, and abandonment waqf assets.  The result of this study reveals that maṣlalah – as a principle of Islamic law objectives – becomes a consideration in formulating a model of waqf dispute resolution.  Efforts to resolve waqf disputes are often taken in two ways: first, legalizing waqf assets through religious courts. Second, the conflicts are usually resolved through either formal or informal mediation processes. Thus, litigation and non-litigation of legal process play an active role in resolving waqf disputes in Indonesia. Keywords: Waqf, settlement of waqf dispute, maṣlahah, waqf assets in Indonesia.

Abstract   Quality human resources are a factor in supporting the company's success in achieving its goals. There need to be supporting factors, namely the work environment to make employees feel comfortable and safe at work, work discipline to provide a sense of responsibility to employees at work, religiosity to create employees who are obedient to the teachings of their religion, then compensation to provide employee welfare. This study aims to determine whether the work environment, work discipline, religiosity and compensation affect the performance of the employees of the National Amil Zakat Agency of East Kalimantan Province.  The type of research used is an associative research method with a quantitative collection strategy. This study uses primary data from observations, questionnaires, documentation, and interviews. The total population in this study was 19 respondents with a sampling technique, namely Saturated Sampling so that the total number of the population was used as the research sample. The analytical technique used in this study is to test the validity of the data, namely the validity and reliability test, then the classical assumption test, multiple linear regression test and hypothesis testing consisting of t-test and F-test and the coefficient of determination (R2) with SPSS 21 data processing. The results of the study, it was found that partially the work environment variable had a significant effect on employee performance with a significant value of 0,003 < 0,05, besides the work discipline variable had a significant effect on employee performance with significant value 0,049 < 0,05 and the religiosity variable had no significant effect on employee performance with significant value 0,0331 > 0,05 and the compensation variable did not significantly affect employee performance with significant value 0,700 > 0,05. then the results of the test calculation simultaneously obtained that the variables of work environment, work discipline, religiosity and compensation have a simultaneous effect on the performance of the employees of the National Amil Zakat Agency of East Kalimantan Provincewith significant value 0,000 < 0,05 . And the results of the coefficient of determination showed that the variables of work environment, work discipline, religiosity and compensation on employee performance in this study amounted to 71.0% while the remaining were influenced by other variables.   Keywords: Work Environment, Work Discipline, Religiosity, Compensation, Performance