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This article examines Ibn Khaldun's philosophical perspective on wages and its relevance to the wage system in Indonesia in the modern era. Ibn Khaldun, a prominent 14th-century Muslim thinker, emphasized that wages are closely linked to the value of work, social justice, and the economic stability of a society. In his Muqaddimah, he emphasized that establishing fair wages is not merely an economic issue but also a moral and social pillar that can prevent societal disintegration. Equitable wages, he argued, must be able to guarantee a decent living for workers and their families, while also supporting continued productivity and social cohesion. This study uses a qualitative normative approach through content analysis of relevant texts in the Muqaddimah and comparing them with wage policies in Indonesia, including minimum wage regulations, labor protection, and welfare policies. Data were obtained from library research, national regulations, and recent academic literature on wage policies. The results of the study indicate that although Indonesia has a minimum wage regulation, its implementation still faces significant challenges, particularly in ensuring fairness for informal sector and low-income workers. Factors such as regional economic inequality, inflation, and weak labor oversight often undermine the effectiveness of these policies. By revisiting the principles of Ibn Khaldun, this article offers the perspective that ideal wages should not only be measured by labor market needs but should also integrate principles of ethics, morality, and social responsibility. This integration is expected to strengthen worker welfare, increase national productivity, and maintain long-term economic stability. This study also provides a relevant philosophical framework for critiquing and reforming wage policies in Indonesia, with reference to the values of justice and welfare in classical Islamic economics.

Every worker as an Indonesian citizen has the desire to get a decent and prosperous life and get a decent job. A prosperous life can be achieved through the implementation of obligations as workers, the mandate is contained in Article 27 paragraph (1) of the 1945 Constitution of the Republic of Indonesia which states: "Every citizen has the right to work and a decent livelihood for humanity." And in Article 28D paragraph (2): "Everyone has the right to work and receive fair and proper remuneration and treatment in employment relations." The legal issue of this normative legal research: How are labor rights regulated? What is the wage policy for workers? The regulation of labor rights in the Job Creation Law, which is regulated in Law Number 6 of 2023 concerning Government Regulation in Lieu of Law No. 2 of 2022 concerning Job Creation into Law, includes several important aspects that aim to provide certainty and protection for workers. The Job Creation Law stipulates certainty regarding rights and obligations for workers and companies, including arrangements regarding wages, working hours, and leave. The arrangement is expected to build a harmonious working relationship and in accordance with applicable laws and regulations. Wage policies, especially regulated in the Labor Law, have the purpose of protecting workers' rights and ensuring welfare. That regarding wage policies for workers in the form of minimum wages, wage components, protection of workers' rights and labor welfare.

This research is motivated by the lack of optimal implementation of wages in accordance with the basic minimum wage in Tasikmalaya City. The problem that was found was the lack of information about the amount of the City Minimum Wage that the company must provide to employees. The purpose of this study is to find out how the implementation of the Governor of West Java Regulation regarding the determination of the provincial minimum wage and the city minimum wage, and then the researcher also wants to know the extent of the policies of the Tasikmalaya City Government, especially the Tasikmalaya City Manpower Office, in realizing Law N0 13 of 2003 concerning Manpower. This study uses a qualitative method with a descriptive approach. The data obtained was carried out by observation, interviews, and documentation. The theory used in the analysis is the Van Metter and Van Horn Theory which consists of several indicators, namely: a) Policy Standards; b) Resources; c) Relations between Organizations; d) Characteristics of the implementing agent; e) Economic, social and political environmental conditions; f) the disposition of the executor. The results of the study show that policy standards and objectives have not felt a significant impact from existing regulations. Then human resources, budget, and materials at the Tasikmalaya City Manpower Office have not run optimally. Relations between organizations have gone quite well. The characteristics of the implementer have not been properly implemented, especially to the labor union. The disposition of the implementer has carried out programs that have referred to the needs of wages in the lake city, but there needs to be realistic and preventive measures taken in an effort to socialize wages and employment. Likewise, economic, social and political conditions that are quite supportive of the implementation of wages where the lake area itself has supporting human resources and natural resources.

. In the development of this massive information system, all countries in the world are competing to modernize to benefit their countries, not only in the form of technology, but also into the economic field. In the economy is also known as a payment system that can be carried out by a person or a company in making transactions and so on. Transactions in the realm of companies can also be associated with the payment of salaries to employees or laborers. In paying wages to employees, of course, you can use any currency depending on the agreement by both parties, namely the company and the employees themselves. For example, payments using Bitcoin as a means of paying wages or salaries to laborers. This research uses an analytical descriptive method in the form of a literature study by discussing how the legality of Bitcoin in Indonesia as a means of payment and how to guarantee employee rights paid through Bitcoin..

The legalizing of the work act sparked deep-rooted controversy in society, even since it was first proposed by the President. This situation is highly reasonable, especially with new society conditions emerging from the covid-19 pandemic, misunderstandings are natural and disagreements are easy. The copyright law was hasty as it revised dozens of existing laws. Omnibus law appeared on President Joko Widodo's proposal on his inaugural address to the people's assembly on October 20, 2019. The President proposed omnibus law to have overlapping regulations eliminated. The government has also expressed hope with the growing number of pollutive Omnibus Laws in the public and has also attracted foreign investors to invest in Indonesia. Omnibus law has generated controversy in society as it overcomes most of the previous legislation with the new one. This new act. Omnibus law provided an easier passage, as regulations and permits impeded increased construction.

Tujuan dari penelitian ini adalah untuk mengkaji bagaimana sistem informasi akuntansi digunakan untuk menangani penggajian dan penggajian karyawan selama mereka bekerja di rumah sakit. Penelitian sistem informasi akuntansi penggajian dan pengupahan menggunakan kombinasi kerja lapangan, yang mencakup melakukan wawancara, mengamati subjek, dan mendokumentasikan temuan, dan penelitian kepustakaan. Kedepannya akan diusulkan suatu sistem informasi akuntansi yang akan memudahkan proses penggajian dan pengupahan dengan penggajian dan kompensasi yang efektif dan efisien.  

This study aimed to find an alternative solution, to “return to the right path” with the wages of employees of PT Asia Pacific Fibers, Inc. which is outside the structure and pay scales (overpaid and underpaid). For employees whose wages are above the wage structure, certainly can not necessarily reduce the underpaid wages and vice versa can not be added just like that. The argument must be given a reasonable and acceptable to all parties. This argument not only for the 32 people who are outside the wage structure of wages. But it also applies to other employees. For those whose wages are above the wage structure, attempted to hold / pressed  so that the gap is too wide. As for who is under the wage structure should be encouraged to enter the structure and pay scales range.The argument in question is to provide wage adjustment mechanism that is acceptable to all parties. Managing underpaid and overpaid very closely with wage adjustments each year conducted by the company. Population as well as Sample is an employee of PT Asia Pacific Fiber, Inc Kaliwungu some 32 people. The data was collected by interviews, gathering documents and questionnaires to dissect the background of the respondents. With this study, the expected structure and pay scales can be maintained so that the overpaid and underpaid does not existancy more. 

Abstraksi   Penyebab utama terjadinya perselisihan antara pekerja/buruh dengan pengusaha didominasi oleh masalah pengupahan, meskipun landasan hubungan perburuhan kita adalah Hubungan Industrial Pancasila. Oleh karena itu, untuk mengurangi masalah tersebut pemerintah mengeluarkan beberapa peraturan. Semua peraturan tersebut sebagai pelaksana dari UU Nomor  13 Tahun 2003 yang sifatnya imperative, oleh karenanya setiap pelanggaran dapat dijatuhi sanksi berupa denda, pidana kurungan , atau pidana penjara. Sanksi ini dimaksudkan agar pengusaha betul-betul memperhatikan masalah upah.  Ada beberapa kebijakan pengupahan yang melindungi pekerja/buruh, antara lain upah minimum dan upah kerja lembur Dasar perhitungan upah minimum dan upah lembur adalah upah pokok dan tunjangan tetap. Penangguhan upah minimum kepada gubernur, sedangkan masalah perbedaan besarnya upah lembur diajukan ke lembaga pengawas ketenagakerjaan.   Kata kunci: pengupahan dan melindungi