SAN FRANCISCO (MarketWatch) — Are you being watched?

The U.S. Supreme Court’s decision in the Hobby Lobby Stores Inc. case Monday underscored how traditional workplace privacy and protections are being eroded. In the ruling, the court allowed Hobby Lobby, a crafts-store chain, an exemption to a requirement in the Affordable Care Act. The store owners won’t be required to pay for contraceptives they consider immoral.

Not only will the ruling restrict access to health care for female workers at the company, it places a new restriction on all workers by subjecting them to the personal religious beliefs of managers.

From WWI to today: how PTSD treatment has evolved

But Hobby Lobby is just the latest example of how the workplace is becoming ever more micro-managed at the expense of personal privacy. Here are just a few examples of how these protections we used to take for granted have been taken away in recent years.

1. Your boss is in your phone. It’s not only company-issued phones that can be monitored by your employer. The most recent trend in the workplace is for employees to be required to buy their own personal smartphones for work use, a practice called BYOD, or “bring your own device.” A study by Gartner, an Internet technology research firm, predicts that if current trends hold, half of employers will require BYOD by 2017. Because these devices access company servers and networks, companies can legally access them.

2. If you leave, we will control your future. It used to be that non-compete agreements were used only to keep company secrets away from competitors: a salesman or professional with a client list, a chef who knew the recipe for the secret sauce or a CEO who knew, well, everything. Today, just about everyone can be required to sign a non-compete. They’re more common not only for a range of jobs in industries like tech and medicine, but also in service-oriented fields. The growth of non-compete contracts in the labor market aren’t just a way to control the future of an employee, they are being blamed for holding back the economy.

3. Say cheese. You’re being watched. Once the domain of retail stores, video surveillance is on the rise in almost every trade and profession. Half of all companies use video surveillance in some form, 7% of them monitor employee performance. About half of employers monitor phones, track numbers and about one in 10 companies listen to voicemail. A few companies use global positioning systems to monitor company vehicles and phones, and a tiny percentage, 1%, can track your ID and work-site access card, according to the American Management Association.

4. And so is your computer. The AMA, which has been tracking the tracking for more than a decade, shows just how pervasive and invasive employers are. More than 65% of companies monitor computer and Internet use, and one of 10 companies reviews worker participation on social networks. And it’s not passive watching. For instance, 28% of employers have fired workers for email misuse, and 30% have fired workers for inappropriate Internet use.

5. Forced prayer. Hobby Lobby may have received the most attention via its Supreme Court case but, believe it or not, religion in the workplace isn’t limited to Oklahoma-based crafts chains. In New York, United Health Programs of America is being sued by the federal government for discriminatory practices. UHPA made employees pray, discuss personal matters with colleagues and read spiritual texts. Between 1999 and 2009, religious-discrimination claims increased 87%, according to the Equal Employment Opportunity Commission. And you don’t even have to be in a religious setting to be discriminated against. Three Arab Muslim employees at a car dealership in Chicago were subjected to offensive slurs by managers. The dealership was fined $100,000.

6. Vote our way, or else ... The 2012 election cycle was marked by calls by employers to have workers vote a particular way. An executive at Koch Industries warned its 45,000 employees to vote against President Obama or “suffer the consequences, including higher gasoline prices, runaway inflation, and other ills.” Others, including David Siegel, chief executive of Westgate Resorts, told employees: “I will have no choice but to reduce the size of this company.”

7. Testing, checking and screening. In recent years it’s become common practice to screen job applicants’ credit histories, arrest records and driving records. You can be rejected if there’s an error on your credit report, you were found “not guilty” or your employer doesn’t like rolling stops. And more than half (58%) of U.S. companies conduct alcohol or drug screenings, according to a study released this year bv HireRight Inc. There are no federal laws that prohibit the practice. And Ronald Reagan pushed through the Drug-Free Workplace Act of 1988 through an executive order, requiring some federal contractors and all grantees to go “drug-free.” Sadly, 37% of drug-test results are wrong, a study by the Centers for Disease Control shows. But that doesn’t help prospective employees, as they’ll be knocked out of contention without knowing it.

More from MarketWatch:

Hobby Lobby wins one for company double standards

Economy this year will be no better than last year

Startling news for investors, Yellen and Congress