Written form required only for notifying disciplinary action, not for its imposition itself.

The Supreme Court dismissed the cassation appeal against a disciplinary fine imposed on a municipal employee. The employee argued the fine was invalid due to procedural errors and exceeding his job scope, while the employer maintained the order was justified under labor law. The court ruled that the statutory requirement for written form applies solely to the notification of the fine, not its actual imposition, provided the two-week limitation period was respected.