To me, as a former college administrator and 40 year employee of a college, it says very plainly that the person was
already over the edge. Colleges are very slow to take this sort of action and in Washington, it takes several layers of administration action (usually including a review by the relevant Board of Trustees, which will hear such matters in closed session).
I am privy to a recent firing of a high ranking college employee, whose treatment was precisely like anyone else's. Once the termination was completed, the college was legally able to share the fact that the person had been fired (and indeed, shared the way of it, just as in this case - in the case I'm familiar with, it was sexual harassment and gender discrimination, with an emphasis on the sexual harassment).
Once a termination occurs, HR is no longer involved, and the Board of Trustees and the Chancellor of the college are under no obligation to protect former employees fired for cause.
IME and IMO. At any rate, the behaviors have to be fairly egregious and I believe that was the case with BK - especially given how the professor for whom he was TA-ing handled his problems in an unusual manner. It's the manner someone might use if 1) afraid that the TA in question might go off on or harm a complaining student; and/or 2) afraid that the TA in question might harm someone if they approached him on the individual level. It's a really difficult situation, but Ed Code in Washington allows a professor to skip an individual conference with a difficult student (and BK was, after all, a student). The problem is always what to do while the person's case goes through HR. I would assume the prof had already filed the case with HR before taking action against BK in the classroom. I would also assume the prof had the dean's assistance in doing this and by the time the group "confrontation" took place, the prof may well have been given direct advice by HR. If the class has any degree of study of psychology (I don't know the subject where this took place, I'm assuming something like Criminology 101), then it's not unusual to **try** to work a solution that is within the bounds of the class (so if the class was discussing psychological and group dynamics, it would make sense to attempt to use those things, however clumsily, to solve the scary problem).
IME, no one reports a student worker to HR unless they are scared. If the prof was additionally taking personal days off to avoid the student, HR will give fairly stern advice (they are HR and they know the law). But the pieces are falling into place. BK was not cut out to be a TA (or a criminology student) and crashed/burned rapidly when made to attend regular college classes and, more importantly, to interact as a leader with near-peers.
IMO. IME.
So, forensic radiology of knife wounds isn't a thing? And no samples of metal were taken from the bodies? It's entirely possible that that's true. But it's also possible that it's not true. U of Washington is one of the leaders in forensic radiology, wherein an MRI machine is used on the deceased to locate metal fragments of bullets or, yes, even atoms of knife metal.
It's possible it wasn't done in this case. But if it was and it's a Ka-Bar knife, it's my understanding that it has a proprietary 'recipe" for its blades. You may well be right that this wasn't done, but as a member of Team Pollyanna, I am going to hold out hope that it was. It would be spectacular thing for the U of Washington and its team.
First pioneered by forensic dentistry (and therefore focused on the head and teeth), these techniques are becoming more widely used. In the article below, either search for "knife" or go to "other uses of forensic radiology" section. It's the only freely available article I could find to post, but there are many others and some are quite specific to the question of knife blade or needle components found only by MRI or other sophisticated, detailed means.
jiaomr.in