The phrase "accommodations that may be" is correct and usable in written English.
It can be used when discussing potential arrangements or adjustments that could be made in a specific context, such as education, work, or travel.
Example: "We are exploring accommodations that may be necessary for students with disabilities to ensure they have equal access to education."
Alternatives: "arrangements that could be" or "adjustments that might be".
This system allows for accommodation of additional structure types that may be identified through future sequencing efforts.
These models are in a form that may be readily incorporated in a finite element model of the accommodation process.
That may be so, but it very much depends on where you go and there are a lot of campsites and accommodation catering to all budgets.
Campolieti (2005: 497) concludes that this difference suggests that workplace accommodations may be more effective in preventing departures from employment for workers who have not previously left the workforce for health reasons than for workers who are re-entering after an occupational injury.
"In these cases, it is the Court's understanding that an accommodation may be made to the employers without imposition of a whole new program or burden on the government," Kennedy wrote.
Our finding that many nonworking people with disabilities report employment barriers that can be addressed by workplace accommodations suggests that expanding the availability of accommodations may be a promising method of increasing the employment of people with disabilities.
The receipt of workplace accommodations, such as help with transportation, a flexible work schedule, or a personal care attendant, at the current or most recent job is positively correlated with being employed at the time of the survey, which suggests that providing these accommodations may be effective in helping people with disabilities work.
Others argued that extended testing time accommodations may be awarded too liberally, resulting in lower validity of exam scores (Lovett 2011).
Our position (and one we believe is fully supported by Title VII) is that for applicants who meet a company's hiring standards but for whom the company has any reason to believe that a religious accommodation may be needed, it is incumbent upon the employer to raise this issue, not the individual.
Accommodations, however, may be made in order to help the subject feel comfortable.
