The job market doesn't appear too jolly this holiday season. November had the largest number of monthly job cuts since January 2002, according to Challenger, Gray & Christmas Inc., a global outplacement agency. For the year 2008, layoffs have now exceeded 1 million, which hasn't occurred since 2005. And the number of job cuts in November was 61 percent higher when compared to layoffs in October.

"Obviously, the financial sector is still struggling," says John A. Challenger, chief executive officer. "Heavy job cutting also continued in the automotive sector. It is too soon to tell if and when government intervention will be effective at stemming the rate of job cuts. These sectors are going through radical changes that could irrevocably alter their makeup."

In order to assist job-seekers during this economic downturn, Challenger, Gray & Christmas Inc. will be offering job advice nationwide Dec. 29 through Dec. 30 by calling 312-332-5790. The job search call-in occurs from 9 a.m. to 5 p.m. Central Standard Time during both days.

Currently, job searches have increased by almost one month due to a halt on new hiring among many employers. And downsizing will most likely continue through the first part of 2009.

"The key to finding a job in a downturn is to be aggressive," says Challenger. "Simply posting resumes on Internet job sites and answering classified ads rarely work, even in a good job market. These activities are even less effective in a weak job market.

"Under current conditions, it is critical that job-seekers expand their job search net by considering a wide variety of industries, companies and cities."

Challenger, Gray & Christmas Inc. recommends tips to finding a position in a weak economy:

— Let people know you are searching for a job. Start with friends, family and neighbors. Then contact old co-workers or business acquaintances. Consider joining a social group or professional association.

— Meet with contacts often. Do in-person conversations, official interviews or even informational interviews as much as possible; it is an effective way to express your skills and experience as well as gain insight from your contact.

— Get in touch with the department heads. Call the company in order to find out the names of the supervisors. Don't try to apply for a position through human resources; they hardly ever make the final hiring choice.

For more information, visit www.challengergray.com.

HOLIDAY PARTY CUTS

Managers should be prepared for any legal trouble that may arise from holiday parties. With the recent economic slump, many supervisors are trying to reduce party costs. But cutting corners can create possible drawbacks.

Holiday parties are meant to boost company morale and thank employees, according to Christopher Boman, a partner of Fisher & Phillips LLP. Although skipping a holiday party could harm the working environment, more employees probably understand why companies would want to save money this year.

"Many companies have had a tough year of layoffs and cutbacks, so it's natural for executives to want to forego an extravagant holiday party," says Boman. "While that in itself doesn't pose an issue, it's how employers handle the alternative celebration that becomes important. Employers do need to be cognizant of the legal liabilities they could face if precautions are not taken before the festivities begin."

Boman presents tips to avoid legal issues at holiday parties:

— Avoid combining layoffs with a fancy party. It probably won't look good if you cut staff members to save money and then throw an extravagant party. Angry former staff members could try to start a lawsuit.

— Understand the consequence if the boss provides the alcohol. If an employee drives home intoxicated, the manger could be liable for potential damages.

— Hire a bartender. Boman recommends finding it in the budget to have a bartender; they watch the flow of alcohol and check for identification. Don't have an open bar.

— Explain the rules if the party will take place in the office. Communicate that it is a voluntary event. And make sure they are aware that the work guidelines are still in effect. Provide a safe home option for those intoxicated.

— Present alternative party ideas. In small businesses, employers can communicate celebration options with workers. Instead of having a party, give the money to a charity or provide a bonus for employees. Potlucks and luncheons usually eliminate the alcohol issue.

— Bring appropriate white elephant gifts. In order to keep the gift exchange less costly, companies may have a white elephant one. Make sure workers understand that offensive gifts aren't welcome.

To find out more about Amy Winter and read features by other Creators Syndicate writers and cartoonists, visit the Creators Syndicate website at www.creators.com.