She is better off

at-will is tricky. it is odd that she is considered an at-will employee; rather, my understanding is that california is an at-will state. i assume (i'm not a lawyer but it would make sense) that a contract would be required to get around that... or a firing that breaks an anti-discrimination law, so if prayer is really the root of her dismissal, she has a good case. i hope she wore a wire!

g

Not enough data to have much of an opinion. If the facts are as presented and there are no mitigating factors, it's obviously wrong to force religious observance on someone, much less fire them for refusing to participate.