Final answer:
A mandatory drug test for all employees is a neutral and generally applicable search, as demonstrated in the Employment Division v. Smith case. These policies are not considered religious discrimination if applied uniformly and are legally upheld if they further a legitimate business interest.
Step-by-step explanation:
Requiring all employees to take mandatory drug tests, regardless of any beliefs about their use of drugs, is an example of a neutral and generally applicable search.
This perspective was highlighted in the Employment Division v. Smith case where the Supreme Court ruled in a 6-3 decision that the state of Oregon could deny unemployment benefits to two men fired for using peyote, despite it being part of their religious practices, because the law prohibiting the use of illegal drugs was neutral and generally applicable.
Such mandatory drug testing policies do not constitute religious discrimination as long as they are applied uniformly and do not target any specific religious beliefs.
These policies would be legally upheld provided they seek to further a legitimate business interest, such as maintaining a safe and drug-free work environment, and as long as they comply with employment laws and respect individuals' rights as determined by the courts.