I'd change the dynamic a bit. Do the right thing, and (continue to) network and explore alternatives. If "they" do come after you, they may think more before

I'd change the dynamic a bit. Do the right thing, and (continue to) network and explore alternatives. If "they" do come after you, they may think more before attempting to lower the boom of "punishment" and "example". Particularly if your skills are still needed/valuable. You're that much closer to "fuck off", and it can be useful for them to know -- or intuit -- it. TL;DR: Don't wait for "them" to "do something" vis à vis termination. This also applies to some degree to waiting for them to address the original problem; however, there is a chance you are wrong, and the commonly cited problem that "people think they are smarter than they are". Good outfits take the time to have open, involved discussions on such points. It's good to have your people proactively thinking about and attempting to mitigate bad scenarios. If that's not what you're getting, do yourself a favor and move on (assuming you're lucky enough to have a career that allows this).