Question: What type of architectural feature does Union Station pay homage to?
About the article "Union Station (Washington, D.C.)", section "Architecture".

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The memorial hall was established to pay homage to Yoshikazu Okada, founder of the Mahikari organization, and also houses exhibits paying homage to his life and missions. 
Located on Southwest Washington Street between Third and Fourth avenues in downtown Hillsboro, the station is decorated with dark red bricks.
Overhead is a steep-pitched roof, with the station's floor in the vestibule built of concrete planks in homage to the cedar-planked roads that formerly existed in the town.
Designed by the architectural firm OTAK Inc., the station is the largest of the MAX stations on the westside line as it extends most of the length of the block between Third and Fourth avenues.
Hillsboro Central sits on the same site of the old Oregon Electric Railway station for the Hillsboro area and has a station building that is designed to look like an old railroad station with features similar to those at a Grand Central Station type of facility.
Other features include false chimneys and copper roofing on the main building that serves as the passenger shelter for people waiting for buses or westbound MAX trains.
There is also a passenger cover on the single island platform between the two tracks and an additional cover for waiting bus passengers.
Hillsboro Central has bike lockers, is handicapped-accessible, but does not have a park-and-ride lot.
The station is a hub for bus services in Hillsboro and connections to Cornelius and Forest Grove to the west.
This station is served by the following bus lines: 46-North Hillsboro, 47-Baseline/Evergreen, 48-Cornell, and 57-TV Hwy/Forest Grove. 
The Labor Management Relations Act of 1947 (also known as the Taft-Hartley Act) made the closed shop illegal in the United States.
Subsequently, the Union Shop was also deemed to be illegal.
The Supreme Court in Pattern Makers v. NLRB, 473 U.S. 95 (1985), also held that a union member may resign from the union at any time without notice, thereby enabling the worker to work during a strike without being subject to sanctions from the union.
Under the National Labor Relations Act (NLRA), as amended by the Taft-Hartley Act, and held by the Supreme Court in Communications Workers of America v. Beck, a union may require that employees either join the union or pay an agency fee.
The agency fee is only that portion of union dues that is attributable to the cost of representing employees in collective bargaining and in providing services to all represented employees, but not, with certain exceptions, to the union's political activities or organizing employees of other employers.
Additional restrictions apply to unions covered by the Railway Labor Act (RLA) and unionized governmental employees.
The NLRA requires that employees must be given at least 30 days from the date of hire to join the union before they may be subject to being fired for failure to join the union or pay dues; shorter periods apply in the construction industry.
The RLA gives employees 60 days to join the union.
The union cannot, however, require that an employee become a member "in good standing" — that is, do more than pay dues or their equivalent.
While a union shop agreement that, by its literal terms, requires an employee to become a member in good standing might appear to be unlawful on its face and therefore unenforceable, the National Labor Relations Board (NLRB) and the courts have uniformly interpreted such clauses to require no more than what the law permits (such as payment of dues).
Under United States labor law, a private sector union can expel a member from the union for any number of reasons, so long as it provides the member with the minimum due process required by the Labor Management Reporting and Disclosure Act (LMRDA) and does not do so for reasons prohibited by law (such as the member's race or protected political activities within the union).
The union cannot, on the other hand, use a union shop agreement to require an employer to discharge a member for failure to maintain membership in good standing unless that member has been expelled from the union for failure to pay uniformly required union dues and fees.
If the union expels a member for some reason other than failure to pay dues, it effectively terminates any right it might have had to demand that the employee pay dues thereafter or request that the employee be discharged for failure to do so.
The NLRA imposes additional requirements before a union can invoke a union shop agreement clause to require an employer to fire an employee who has failed to pay dues.
While the union does not have to give the individual employee the sort of trial-type hearing required by the LMRDA to expel a union member for other reasons, the union must give the employee a detailed written explanation of the amount of delinquent dues that the employee owes and how those dues were calculated, and allow the employee a reasonable opportunity to pay those delinquent dues and fees before it asks that the employee be fired.
In addition, the union must give all employees roughly the same opportunity to cure any delinquencies before requesting discharge; if the union gives one employee two weeks to pay delinquent dues, it must do the same for all others.
The union is not, on the other hand, required to withdraw a request that an employee be fired for failure to pay delinquent dues if the employee makes the payment after the deadline but before the employer has effected the discharge.
A union may owe back pay to employees who have been fired without these procedural protections; the employer may be liable if it effects the discharge when it knew or should have known that the union had not complied with the minimum requirements of the NLRA.
Under the NLRA, the union may demand payment only of those dues for periods when an employee was covered by a collective bargaining agreement that contained a valid union shop agreement.
A union shop agreement may not be made retroactive to a period prior to the execution of the agreement.
The union may not demand that an employee be fired for failure to pay extraordinary assessments that are not part of regularly, uniformly imposed dues.
The LMRDA sets standards for the procedures that the union must follow when asking members to approve an increase in dues.
Union-represented employees covered by a union shop agreement may ask the NLRB to hold a "deauthorization election" to allow all bargaining unit employees to vote to determine whether the clause will continue to remain in effect.
No such procedure exists under the RLA. 
Traditionally, architectural work has not been considered a derivative work in American location shooting, but as the effects of architectural copyright settle in, more architectural copyright holders are starting to demand it, and this practice may open up a wide field of litigation, especially in California.
Although architectural copyright does not apply to pictures if the architectural work is regularly visible from a public place, it does not make such an exemption for the interior of a non-public building.
Producers of news photography and filmography are theoretically protected by the first amendment or through the fair use doctrine.
This contrasts with the practices of other countries such as France where producers regularly pay an architectural copyright fee. 
Dark Soldier D is a 1998 mecha tokusatsu film created by "Buildup Co." (now known as "Buildup Entertainment") and distributed by Bandai.
The film is actually made up of three short acts serving as a kind of television format.
The series was unique as it didn't follow any type of manga, anime, or tokusatsu archetype.
Instead, it served as an antithesis for those motifs.
However, the series does pay some homage to the Super Robot genre.
Furthermore, the series story is targeted more towards adults rather than children; in addition, the overall story is depicted as being "mean-spirited".