Allegations must be written in clear, exact language that is explicit and descriptive in order for factual findings to be established. Accusations must specify the alleged conduct, but too often they are imprecise, emotive, confusing, and insufficiently specificated. For example, an allegation such as "John did not perform his duties" is too broad to be useful; while "John failed to perform his duties" is better because it specifies what duties were not performed. An allegation should be specific enough to provide a reasonable basis for preparation of a defense by the person charged, but not so specific as to prejudice any subsequent action taken by the organization based on the allegation. For example, if a manager is charged with misconduct by his employer, then the allegation should identify the misconduct sufficiently to provide notice of what is expected of him, but also should be general enough to cover many different instances of misbehavior. A good accusation contains as much information about the alleged misconduct as possible. For example, if an employee believes that he has been discriminated against at work, he should describe the discriminatory behavior he believes he suffered and explain why he thinks this behavior was unlawful under federal law. This information can help the company determine whether there is evidence of discrimination and, if there is, what actions need to be taken.