The timing certainly is suspect. I think he should do the following:

1. Find a plaintiff-side employment lawyer, and discuss the case in detail with the lawyer. Ideally this will occur before the meeting.

2. Contact the EEOC and update them on events since the complaint. Ideally this will occur after the consultation with the lawyer but before the meeting.

3. Attend the meeting. Whatever the employer's intentions, failure to attend would support the employer's terminating the employee for cause.