Final answer:
Bobby Marli should research employment discrimination laws and religious freedom in the workplace. The case of Employment Division v. Smith may provide relevant context but differs as Marli's case may involve religious discrimination. Evidence of a supervisor caught with marijuana after Marli's dismissal might help challenge the attribution of narcotics to Marli based on religion.
Step-by-step explanation:
Bobby Marli should familiarize himself with employment discrimination laws and potentially also with laws regarding the freedom of religion as it relates to the workplace. Employment discrimination laws pertain to wrongful termination and discrimination based on race, religion, or other protected characteristics. The details of the Employment Division v. Smith case could be informative for Marli, as it touches on the intersection of religious practices and employment. While the Supreme Court in that case ruled that the government does not have to show a compelling interest in denying unemployment benefits if the law is neutral and of general applicability, Marli’s situation might be different if there is evidence of religious discrimination. If Marli believes that his religious beliefs were the basis for his firing, and not actual evidence of misconduct, he could claim discrimination, potentially under Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on religion among other factors.
The additional information regarding the security guard discovering a supervisor using marijuana after Marli's termination could be significant in challenging the company's decision to attribute the narcotics to Marli based solely on his religious affiliation. This might strengthen his case for wrongful termination and religious discrimination, allowing for potential redress through legal channels.