The work environment can be rearranged, yes. At the centre, we sometimes see situations like that. It can be as simple as moving the person to another office. When possible, she can be transferred from one branch to another, for example. But there can still be internal ways of improving the situation of victims of workplace harassment. Of course, we always have to assess how feasible the possibility is for the company. For a small company, an interbranch transfer may be impossible, simply because there is no other branch.
There can be financial compensation. The caseworkers in our centre's legal department often try to mediate with employers in order to come to an agreement that works for both parties and prevents the situation from getting too legalized, if I may put it that way. By that, I mean lawsuits or complaints before the Commission des normes du travail. It is an alternative solution that may avoid the long delays encountered when processing complaints before a commission.