Q1 2026 Integrity Advocate

Hugo Testé Joins MPC as Deputy General Counsel and Chief Compliance Officer

The Law organization is pleased to welcome Hugo Testé as MPC’s new Deputy General Counsel & Chief Compliance Officer.

Prior to joining Marathon, Hugo worked at Vopak, a multinational chemical, oil and gas storage corporation, as the Vice President of Legal and Compliance.

Hugo is located in Houston, and is focusing his time managing the Law organization’s Commercial, International and Compliance teams. 

"It’s a privilege to join Marathon at a moment of opportunity and momentum," said Hugo. "The company’s deep commitment to integrity, performance, and innovation positions it exceptionally well for long‑term success."

Hugo can be reached at [email protected] or (281) 435-2333.

Celebrating Our Business Integrity Partners: Welcoming New Voices and Spotlighting Integrity in Action

At the core of our company’s values is a shared commitment to integrity, transparency, and ethical decision-making. Supporting this commitment is MPC’s Compliance and Ethics (C&E) Program—designed to educate, empower, and encourage every employee to act ethically and report concerns without fear of retaliation.

A key part of this effort is our network of Business Integrity Partners embedded across the enterprise. These individuals serve as local champions of compliance and ethics and help bring our Code of Business Conduct (Code), company policies, and core values to life within their teams.

Welcoming Our Newly Appointed Business Integrity Partners

We are pleased to recognize and welcome our newly appointed Business Integrity Partners. These individuals play an important role in strengthening our culture of integrity by serving as a bridge between Business Integrity & Compliance (BI&C) and employees in their respective organizations.

Responsibilities of the Business Integrity Partner:

  • Actively look for opportunities to work with organization and local management to increase employee awareness and understanding of the Code, Company Policies, Integrity as a Core Value, and our Compliance and Ethics Program.
  • Assist organization and local management to understand the disclosure and approval requirements associated with the Conflicts of Interest and Business Courtesies policies.
  • Encourage the reporting of concerns to appropriate resources, including, but not limited to the Integrity Helpline.
  • Reinforce the Company’s Anti-Retaliation Policy.
  • Assist BI&C with presenting compliance and ethics training.
  • Act as a liaison between the organization or location and BI&C to identify specific compliance and ethics issues and determine targeted training needs; meet at least quarterly with organization or local management.
  • Promote and encourage the timely completion of the Annual Code Questionnaire and Certification and answer employee questions.
  • Distribute publications and other BI&C materials and help reinforce messaging, with special attention given during Corporate C&E Week in November.
  • Provide feedback to BI&C on the effectiveness of BI&C’s strategies, communications, and training initiatives.

Who is your Business Integrity Partner?

Designated groups throughout the enterprise have at least one Business Integrity Partner supporting their team. Do you know who your group’s appointed Partner is? Visit the Business Integrity Partner Page on MPCConnect to learn more about the Program and find out who serves this role in your group.

Spotlight on Integrity: Recognizing Partners Who Go Above and Beyond

In addition to welcoming new Partners, we are proud to spotlight two of our seasoned Business Integrity Partners who exemplify what it means to lead with integrity. These individuals have gone above and beyond in fostering awareness, encouraging open dialogue, and strengthening a culture of ethics within their teams.

 

Our Business Integrity Partners are instrumental in driving local engagement—supporting ethics communications, promoting compliance initiatives, and providing valuable feedback that helps shape our program. Their efforts, along with the efforts of each of you, ensure that integrity is not just a principle, but a daily practice across our enterprise.

Together, we continue to build and sustain a workplace grounded in trust, accountability, and our shared commitment to doing the right thing.

When a Team Does More Than Win: Compliance & Ethics Lessons from the 2026 U.S. Olympic Hockey Gold

On February 22, 2026, the United States men's national ice hockey team achieved a momentous victory at the 2026 Winter Olympics in Milan Cortina, defeating rival Canada 2-1 to claim the nation’s first Olympic men’s hockey gold since 1980 — a game decided by a dramatic winning goal from Jack Hughes in overtime.

This isn’t just a sports story — it’s a case study in ethics, leadership, and compliance in action. 

 

 

 

 

 

 

 

 

 

 

Credit: Michael Campanella/Getty

Shared Purpose: Aligning Around Something Bigger Than Self

Success didn’t come from individual star power alone — it came from a collective belief in a unified mission. Every player understood his role within the team’s broader objectives: trust each other, execute the plan, and persevere even when outplayed for long stretches.

Compliance lesson: High-integrity cultures rally around clear, shared purposes — not just abstract values on a poster but lived, actionable commitments. When employees clearly see how ethical behavior supports business outcomes and organizational mission — and how their role contributes — compliance becomes meaningful, not mechanical.

Accountability in High Stakes Settings

In Milan, the U.S. team faced relentless pressure from Canada’s best in front of a hostile crowd. Key players like goaltender Connor Hellebuyck stood firm under intense scrutiny, making 41 saves in the final.

Compliance lesson: In organizations, crises and pressure test standards. Ethical frameworks aren’t just about rules — they prepare teams to uphold standards when incentives, stakeholders, or stress threaten to erode them. Strong governance, peer accountability, and consistent reinforcement of expectations matter most when stakes are highest.

Leadership That Models Behavior

Off the ice, the team’s leadership prioritized transparency, communication, and mutual trust. Veterans provided stability; younger players brought energy. There was no ambiguity about roles, expectations, or consequences.

Compliance lesson: Ethical leadership isn’t merely about policy enforcement — it’s about modeling behavior. Leaders at every level must demonstrate consistency between words and actions. That builds trust — and without trust, compliance becomes transactional instead of transformational.

Resilience Through Preparation

This victory didn’t materialize by accident. The team’s preparation — from conditioning to strategic planning — created the resilience needed to overcome adversity (including falling behind or facing strong attackers throughout regulation).

Compliance lesson: What separates high-performing ethical programs from the rest is practice. Organizations that invest in training, scenario planning, and simulations build the muscle memory needed to navigate complex ethical dilemmas with confidence.

Narrative Matters: More Than a Win, a Legacy

This milestone came exactly 46 years after the famed “Miracle on Ice,” but the 2026 team’s journey was its own story — rooted in preparation, teamwork, and execution.

Compliance lesson: Ethics programs are built over time; they aren’t won in a single moment. Legacy is created by consistent adherence to principles day in and day out. Leaders must reinforce the narrative that how results are achieved defines long-term reputation more than the results themselves.

Credit: SI Vault: Miracle on Ice

The 2026 U.S. men’s Olympic hockey gold isn’t just a historic sports achievement. It’s a reminder that compliance and ethics aren’t sideline considerations — they are central to how organizations function, especially under pressure.

When an entire team commits to shared standards, holds each member accountable, and leads with integrity, they don’t just win games — they build trust, resilience, and sustainable success.

In your organization, strive for the same cohesion and clarity: prepare intentionally, lead consistently, and let ethical strength be the foundation of every victory.

It Happened Here

The following scenarios happened with employees at our company. Situations and descriptions have been edited to maintain anonymity and confidentiality.

Click arrows below to view the company response to the concern.

The Concern: An employee was reported for making inappropriate comments to team members.

The Response:
The investigation confirmed that the employee made insensitive comments to co-workers in violation of Policy #10003 – Harassment and Appropriate Workplace Conduct. Employee received formal coaching and is participating in ongoing meetings with supervisor; clear expectations for future behavior were set.

The Concern: An employee was reported for clocking in remotely from a personal device when not at work.

The Response:
The investigation confirmed that the employee did clock in remotely from a personal device when not at work. It was determined that the employee violated time keeping guidelines and the Code of Business Conduct by misusing Company time and engaging in time theft. The employee no longer works for the company.

The Concern: An employee was reported for violating company guidelines by allowing a direct report to use their business card to pay for a group meal.

The Response:
The investigation confirmed that the direct report used his/her business card to pay for the group meal in violation of the Travel, Corporate Credit Card and Business Expense Report Guidelines. Per the guidelines, the most senior employee (highest level) within an organization attending a group/department meal or entertainment event should pay for the entire bill. If this does not happen, a comment on the BER should be made. The employee received formal coaching; clear expectations for future behavior were set.

The Concern: Employee was reported for posting an inappropriate video on social media wearing Marathon work attire during work hours.

The Response:
The investigation confirmed that multiple employees were involved in posting an inappropriate video on social media wearing Marathon work attire while on the job. Both employees received written warnings for violating the Code of Business Conduct, Social Media Guidelines and Policy #10003 – Harassment and Appropriate Workplace Conduct; clear expectations for future behavior were set.

Be an Integrity Advocate

Being an advocate is about speaking up not only about what may be wrong, but also about what is going right. Examples of ethical conduct should be highlighted and celebrated! 

We invite you to help expand the scope of “It Happened Here” to include positive stories of integrity in action in future issues of the Integrity Advocate by submitting instances of integrity in action to Business Integrity and Compliance, Room M-01-004 Findlay Campus or [email protected].