Okay, I've finally finished the thread and remembered another one.
I used to work for a sporting goods/outdoorsy store. There were plenty of problems with HR and the general manager, but I gritted my teeth and worked through them. That's another post in itself, which will be forthcoming. Then I left for another job. The store manager at my new job's partner worked as a district official in my old job. Not above my old GM, just completely separate departments, but she gave all the information to her partner, who told me because she knew I used to work there and wanted to keep up with things.
As it turns out, there was nearly $20,000 of merchandise missing after I left. Apparently old GM had been stealing items from the store and trying to write them off, but he forgot that he wasn't actually authorized to write off things. It didn't change the day-to-day operations, but when it came to inventory, the Loss Prevention team (who did authorize inventory write-offs) had no knowledge of all this stuff being written off, there was no record of it on their end.
Sadly, old company never prosecuted ANYTHING. I'm not sure if he was fired or given the option to quit, but whichevr it was, it was with no legal action taken against him. But he had decades of management experience.
As it turns out, he was immediately hired to my new company to be the district manager of the neighboring district, but was going to be doing his training in our city. See, because no legal action was taken, and due to a quirk in our company, all they could ask of his old company when they called to verify previous employment was whether or not he was eligible for re-hire, not the manner in which he left the company. He was originally scheduled to train at my store, but I told my store manager (who relayed the theft information) that if he was to be training there, I'd be requesting a temporary transfer to another store or time off, as I never wanted to see him again after some of the things he'd put me through.